Global Organization Design Society

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Calgary

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GO Logo Next GO events Nov. 2012, Calgary, AL

Professional Development Program Nov. 12 to 15th

The integrated professional development program incorporating a year-long subscription to eLearning, on-line forum, recommended readings and videos, teleconference, and face-to-face workshop followed by distance tutoring for those in general management roles is expected to attract those interested in RO implementation from abroad.  The Executive Symposium on November 15th is included.

GO Community Invitational Symposium for Society affiliates who have signed Participation Agreements -- Nov. 12th to 15th.

Invitees will receive a link to the program page with their FY2012 Participation Agreement invoice and a registration code with their receipt.

Executive Symposium Nov 15th

Alberta’s economy is booming with major infrastructure projects scheduled to meet tight timelines. Risk management depends on getting scarce talent in the right roles. The GO Society and Queens University IRC are co-sponsoring the Executive Symposium featuring RO use in western Canada and in two global corporations.

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Click here for Professional Development Program

Click here for Executive Symposium

Write Ken Shepard about any knowledge you have of organizations in western Canada using RO, now or in the past, in part or all of the organization. Please indicate if the information is confidential.
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Glenn Mehltretter, President, PeopleFit
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GO Logo If transformational change projects have only a dreary 20% project success rate, might requisite organization help?

Transformative organizational change is much more likely when the managerial leader has cognitive capability one full level above the capability normally required in the role. Glenn Mehltretter’s doctoral research, summary article, and blog are now posted.
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Write Glenn Mehltretter about your own perceptions and experiences about the relationship of a leader’s level of capability to major project success. Glenn will compile your insights into a future article. click here arrow
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Michelle Malay Carter, Senior Consultant, PeopleFit
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GO Logo The Chicken-Egg, HR “Seat at the the Table” Argument

While HR leaders have called for 30 years that HR needs to move from a transactional focus to a strategic one, widely used competency approaches to analyzing HR work do not explicitly consider the level of work complexity and the cognitive capacity to do the strategic work. Michelle Malay Carter succinctly defines the problem and solution.

What if your organization has no concept of level of work complexity or how to assess cognitive capability to do the work?
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Write Michele Malay Carter about your own experiences of applying the work levels approach to the HR function and the benefits achieved. click here arrow
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Herb Keplowitz, President, Terra Firma Management Consulting spacer
Herb Keplowitz
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GO Logo Can Coaching Raise An Employee’s Cognitive Capacity?

How to decide when to invest more in coaching, training and development or to invest more in hiring or selecting staff with the cognitive capability to do the required work?

Too often HR directors in stratum III roles are promoted into stratum IV VP HR roles and are given coaches, training and other developmental support…yet don’t have or develop the capability to do the required strategic work.

What if your organization has no concept of level of work complexity or how to assess cognitive capability to do the work?
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A. Do you believe you know of instances where coaching (or any other experience) raised someone’s level of cognitive capacity?

B. If so, what was it about the experience that had that developmental effect?

C. Why do you believe it was cognitive capacity and not skills or knowledge that was click here arrowraised?

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Best wishes,

Ken Shepard

Ken Shepard

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Toward an integrated theory of designing and managing organizations
based on the concepts of levels of work, levels of human capability,
accountability and other concepts by Wilfred Brown and Elliott Jaques.

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