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August 2014
This is the first edition of what we hope will be our monthly newsletter. It will contain information about the up-coming program; book reviews; news of members; and an occasional contest. It will be for members only and welcomes contributions from members such as a long or short review of a book that you’ve read, or a program that you attended, or a success that you have achieved. It’s an opportunity to get your name in print.

One of the major themes of this next season of PNODN will be an  PNODN Project: What is OD in 2014 and beyond? Its objectives will be to  foster dialogue about OD definitions among PNODN membership; to explore the common thought: “After all, what is OD about?”; and to discuss current attributes that make OD concept and practice based on OD well established concepts.  

There will be interim steps along the way to involve our members in the pursuit of the project. Keep tuned to the Newsletter and Announcements from PNODN for how you can become involved.





We note the passing on July 31st, of Warren Bennis, age 89, Distinguished Professor of Business Administration at the University of Southern California for over thirty years who has been called “the father of leadership”. In 1969 he defined Organization Development as  “a response to change, a complex educational strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges, and the dizzying rate of change itself.”




The name has been changed. The American Society for Training and Development (ASTD) has changed its name to the Association for Talent Development (ATD).









By David C. Wigglesworth

 Vielmetter, Georg and Yvonne Sell: LEADERSHIP 2030 The Six Megatrends You Need to Understand to Lead Your Company into the Future. AMACOM:NEW YORK 244 pp. $27.95. 244pp


This is a two part book. The first part addresses the six megatrends that they see the world is facing and the place of leadership in this future. This comprises the bulk of the book. The final shorter section is about leadership and contrasts altrocentric leadership with egocentric leadership as it relates to the theme of the book.

The authors, both from the Hay Group, created the Leadership 2030 Research Process of eight steps: determine methodology and conceptual framework; identify current megatrends; select the most impactful ones; survey business leaders; analyze each megatrend and its implications; analyze the effects of all megatrends in combination; draw conclusions on consequences for leaders; and identify how leaders should respond.

The six megatrends that they focus on are: globalization where economic power is moving from old economies to the rapid developing Asian markets; the environmental crisis with the threats of climate change and the scarcity of critical resources; individualism and value pluralism that create niche opportunities requiring greater agility and sensitivity; the digital era with its new transparency that can have impact on managements’ reputations; demographic change that includes a smaller workforce and a fight for talent as populations age; and technological convergence that forces companies to always be at least one step ahead.

Each megatrend is addressed in a chapter utilizing the eight steps of the research process. The chapters are insightful and fulfill the objectives of the authors with the conclusion of each chapter providing a framework for the future. However since the introduction starts with the quote from Mark Twain: “Prediction is very difficult, especially about the future”, the reader is forewarned.

It is the final chapter of the book “Footnote, Not Headlines: The Altrocentric Leader” leadership for the future is explored in meaningful ways with depictions of applicable approaches to the changing world. And this section starts with this quote from Andy Warhol “They always say that time changes things, but you actually have to change them yourself.”

The chapter starts with five essential points that will govern the leadership of their megatrends. In brief these are: the era of the alpha-male leadership is over; leadership is a social practice; the leader of the future is altrocentric; altrocentric leaders are characterized by values and inner strength; and altrocentric leaders are adept at engaging stakeholders and at complex strategic thinking and execution.

These boil down to what are identified as the competencies of the altrocentric leader. The inner strengths of such leaders are ego-maturity, intellectual curiosity and emotional openness, and empathy. Their values reflect ethical standards and concerns for diversity. Their strategic business thinking must have contextual awareness and stakeholder recognition. These competencies also must provide for stakeholder interaction which involves what they call “meaning-making” where the emphasis is on making not just providing meaning i.e. “constructing meaning jointly with their internal stakeholders”. Altrocentric leaders also act to promote extensive collaboration across multiple boundaries, borders, disciplines, organizations, functions, and departments. In executing strategy they create engaged high-performing decision-making teams where they are first among equals and empower their teams by providing them with autonomy within a set of clear boundaries. But the authors add that the leader can be directive and what I would call autocratic when necessary.

The authors provide mini-case studies to demonstrate the application of these competencies.

In essence, what we have here is a re-wording of leadership traits/competencies that have been greatly effective over a long period of time. Linking these to a possible future that we all face is helpful and in this the book is of value.



The newly elected members of the Board of PNODN are:

Carol Turner, "Carol has been a professional organization advisor and executive coach for 20 years.  Her career at Boeing has given her the opportunity to work with many leaders and teams within the U.S. and in several other countries.
Her passion is training others to be the best consultant and leadership coach they can be.  She founded International Coach Institute, LLC, in 2009.  Her students graduate with advanced training in leadership coaching and leadership team coaching.

Combining consulting, coaching, and training is very powerful.  Carol's goal is to help others see the benefits of partnering with others to achieve the practical application of these skills.  Collaboration with other organizations will be fun and inspirational.  She hopes others will join PNODN to grow the ODN and partner with ICF and ASTD members.

Magda Kaspary, SPHR, has developed her career since 1995 in the intersection of Human Resources, Organization Development and System Thinking for different industries (manufacturing, hospitality and consulting).

From Brazil, Magda has a BA in Business Administration with a major in HR, a two-year specialization in HR Management, an 18 month training in Group Dynamics by the Brazilian Society for Group Dynamics, and a Masters degree in Social Psychology with a research on Group Process in Team Management. The interest for this topic took her to Vietnam in 2013, where she was the recipient of the Margaret Mead Student Award given by International Society for Systems Sciences (ISSS) for her work Complex Thought and Systems Thinking Connecting Group Process and Team Management: New Lenses for Social Transformation in a Work Environment during the 57th Annual ISSS Conference.

In 2012, Magda obtained HR Certificate by the University of Washington and achieved her Masters of Arts in Organizational Leadership in 2014, where she developed two researches: Interdisciplinary HR and Interdisciplinary Workplaces.

Outside of her studies, Magda is the Diversity and Inclusion Committee Chair of the LWHRA - Lake Washington Human Resource Association, where she hosts a SIG - Special Interest Group to discuss the connection between HR and other disciplines. Magda is a member of PNODN - Pacific Northwest Organizational Development Network, a proud mother and wife.

David C. Wigglesworth, Ph.D. is a retired management and organization development consultant. His forty year sole practitioner consultancy led to assignments that took him throughout the U.S. and to over a dozen countries. He is widely published and has been a keynote presenter at national and international conferences.

Pooja A. Patel - Currently pursuing an Master's in Organizational Development. Prior to establishing her foundations in OD, she provided business consulting advice to  mid to large size companies.  Pooja also has had experience with OD work in startup industry in Seattle.  When she is not working with members at  PNODN, she enjoys hiking, dancing, and spending time with her English bulldogs.


They join:

Rachel Dexheimer is a powerful and dynamic trainer, facilitator, author, and coach who spent 18 years thriving the cultural and technical complexities of Fortune 500 companies including Lucent, AT&T, United Parcel Service, and McCaw Cellular.   She serves on Leadership  Eastside's Curriculum Committee and past President of the U of W Alumnae Board, granting scholarships based on academics, financials, community service and demonstrations of leadership.

 And Joey Pauley, M.A. Prior to finding his calling in organizational development Joey managed web development and design teams. Now, groups and organizations such as University of Washington, Microsoft, Boeing, Nintendo, and Adobe value his expertise facilitating process improvement, group dynamics, team building, leadership development and strategic planning workshops.

Mohammed Raei is leaving the Board. President Joey Pauley offered this appreciation:

‘Ridiculously hard working’ is the phrase that comes to mind when I think about Mo Raei, whom I have had the honor of working with on the PNODN board. In his tenure, Mo served in a variety of leadership positions.  Most recently, as Programming chair, Mo was responsible for booking, coaching and co-designing presenters for our monthly programming meeting, a significant responsibility.  Mo went over the top to develop programs and relationships outside of our regular meeting that delved deeper into topics our members truly cared about.  He even facilitated an Immunity to Change workshop with all of the proceeds going to PNODN. The way he showed up in leadership roles is what separates him from the rest of the pack.

My favorite times were carpooling with Mo to our meetings.  At these times, Mo and I discussed the topics from the development of the organization PNODN to when we were getting together for dinner.  I look forward to spending time with Mo as a friend and working with him on other projects as he transitions from the Board Member to a Valued member of PNODN and friend."




We are looking for definitions of “Organization Development”. Submit your best definition to info@pnodn.org with the subject heading "Contest" and you may win a copy of “Practicing Organization Development” by Rothwell, Sullivan, and McLean.



                                                                                                  The September Meeting of the PNODN will focus on a facilitated examination of the topic “Organization Development” and will explore the role of OD in the twenty-first century. The meeting is on Monday, September 22nd at the Mercer View Community and Event Center. 

Register Now and plan to attend!



HOW TO REACH US                                     

President – Joey Pauley
Vice President – Magda C. Kaspery
Secretary/Treasurer – Carol Turner

Our Administrator is: Ann M. Baus 

The Editor of the newsletter is David C. Wigglesworth 





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