1. Organization development
HR Graduate Intern
Organization development
Shelby Reichardt

2. T. Rowe Price

3. Role Alignment
Business Unit
Business Unit
Business Unit
Business Unit
Business Unit
Head of HR
HRBP
HRBP
HRBP
Sr HR Consultants
Sr HR Consultants
HR Consultants
HR Representatives
International HR Team
OD works with business leaders and HR partners to enhance an organization’s effectiveness addressing a wide range of issues, using customized, structured interventions 3

4. Typical Organizational Issues addressed
Business Unit is not meeting organizational commitments
Introducing change into the organization, enterprise, and/or multiple business units
Influencing across boundary issues
Competing priorities
Capability building
Strategy shift to align with a change in the external environment
New leader; new vision
Intra and inter-team interpersonal issues
Norms not aligned with strategy – culture alignment in the system 4

5. Executive or management counsel
Organizational Effectiveness
Measuring the effectiveness and/or identifying weaknesses in the organization’s capability to effectively and efficiently deliver value. Driving planning forward to develop the organization.
Climate/culture assessment
Methods and techniques to identify key issues
Data gathering methods, analysis, and diagnosis
Action planning for resolution
Organization assessment
Strategy
Developing or realigning strategy against external needs. Often done in concert with an Organization Assessment.
Vision, mission, purpose
Value proposition
Strategic alignment in light of organization effectiveness assessment
Organization and environmental (i.e. customers, stakeholders, competitors, etc.) analysis
Identification (or development) of strategies for external growth, internal growth, retrenchment, competitive advantage
Strategy implementation
Organization Design
Creating or revisiting structures, and operating and/or engagement models. Includes roles and responsibilities to speed effective delivery of business outcomes.
Systemic diagnostic
Organization structure, sizing and alignment
Roles and responsibilities
Support systems (decision rights, governance, lateral mechanisms, etc.)
Governance
Determining levels of accountability and degrees of responsibility. Providing mechanisms to prioritize work and measure performance.
Success measures, organization performance management
Prioritization
Communication framework
RACI
Operating principles
Culture
Establishing and enacting plans designed to create a future-state culture (behaviors, practices, mindset, norms). Successful culture change is manager led.
Culture assessment and recommendations
Systems approach to culture change
Change Management
For OD efforts without an OCM resource. Assistance in organization readiness assessments and change management plans, including associate engagement, stakeholder and sponsor management, and communications.
Organizational readiness assessment
Building business case for change
From/to gap analysis
Stakeholder analysis
Change management planning
Sponsorship
Team Effectiveness
Strengthening team (intact, cross-functional, and matrix) performance. This includes determining and resolving team issues, and driving towards team cohesion and alignment.
Purpose/vision development
Goal setting
Chartering
Styles
Conflict management capability
Executive or management counsel
In the context of the OD effort, providing feedback and guidance to leaders.
Influencing
Building coalitions
Leadership communications

6. Tools and Assessments Drexler-Sibbet Team Performance Model Dennison
LEGO Serious Play
Basadur Applied Creativity
The Birkman Method
Herrmann Brain Dominance Instrument (HBDI)

7. Role Responsibilities
Facilitate workshops of Hermann Brain Dominance Instrument results to individuals, pairs, and groups
Lead training design, facilitation, and project management of multiple change management workshops
Perform training needs assessments for the creation of custom materials for management development
Co-facilitate diagnostic individual interviews and focus groups
Assist in team development workshops using the Drexler-Sibbet model, Birkman Method, and LEGO Serious Play
Perform as organization development analyst on various projects managed by internal consultants
Pair with external consultants to facilitate multiple change management workshops

8. What helped me in this program?
Study Abroad
Harvard Business School case studies
Practical experience in the application of tools/techniques within organizations

9. Questions?
Contact Information:
Shelby Reichardt
Cell: