…Author Brenda Barker Scott has extensive experience in all aspects of organizational development acquired over a twenty-year career in teaching and consulting. When working with leadership teams she combines strong…
…time to make a turn of the viewfinder, and in so doing, expand our decision making repertoire. About the Author Brenda Barker Scott has extensive experience in all aspects…
…Other facilitators include former Queen’s IRC director Carol Beatty, Sharon Parker, and Brenda Barker Scott. The goal of the HR Business Partner Certificate program is to enhance the capacity of…
…Conference Board of Canada, the Human Resources Planners Association of Ontario and the Canadian Institute for Health Research.Brenda Barker Scott has extensive experience in all aspects of organizational development acquired…
…For a full description of the Good Design Tests refer to IRC article, Designing Organizations: A Blueprint for Effectiveness by Brenda Barker Scott. The Design Tests have been adapted from…
…Thomson of the Ontario Ministry of Finance; her executive sponsor Assistant Deputy Minister Marion Crane; and Queen’s IRC Facilitator Brenda Barker Scott. Allyson Thompson, Senior Divisional Project Manager, Transition Project…
…that the program met his expectations. “The MUE program is great!” Scott Sincerbox Scott Sincerbox, Superintendent of Human Resources, with the Hamilton Wentworth District School Board also participated in the…
…your wheels, and change keeps rolling smoothly forward. Harold Kenny learned a lot about stakeholder communications while leading the reclamation of a contaminated former CN railway site in downtown Moncton,…
…started out reading some books by respected Change Management authors such as John Kotter, Peter Senge, and Jim Collins. I read information on our Shell internal website to see what…
…strategic business partners? How do we get there?” Jefferies knew precisely where to turn for the answers: to Queen’s IRC and to Brenda Barker Scott, with whom Jefferies had previously…
…snow-filled days in December, keen to learn about the 4-D process of organizational design. Teaching the Queen’s IRC Organizational Design program was Brenda Barker Scott. Within the first few hours…
…and how, and ensuring that your key stakeholders enrich, as opposed to resist, your vision for change. Brenda Barker is a Queen’s Industrial Relations Centre Facilitator who teaches change management….
In part one, Brenda discussed how diagnosis enables change leaders to uncover what is really going on – and how that knowledge yields both the best solutions and the energy…
With organizations and their environments in a state of constant flux, organizational development researchers have been challenged to develop methodologies that enable fast yet comprehensive change. In response, a wide…
While a comprehensive model for organizational learning (OL) remains elusory, the wide web of scholarly conversation and debate has spurred rich insight into the central questions of how and what…
…combine knowledge. Accordingly, our managers must be involved in processes, forums, networks, partnerships, and communities that enable the requisite exchange, synthesis, and co-creation of innovative ideas and practices amongst peers….
To lay the groundwork for true and effective participation among stakeholders, change agents must create an environment that enables high quality conversations and learning interactions and that engenders strong positive…
Large group interventions are designed to help people collaborate effectively by thinking and acting from a whole-systems perspective. “Whole systems” refers to the way an organization operates internally through its…
While change theorists explore the process of planned change from various perspectives, most would acknowledge the intellectual roots of their work stem from Kurt Lewin’s laboratory. Scratch the surface of…
At its core, facilitating organizational change is about energizing the right people to design and execute smart strategies. As sociologist Philip Selznik says: “Strategies take on value only as committed…
…referred to new strategies without a requisite shift to Theory Y attitudes as putting “old wine in new bottles” (1985, p. 42). It’s a familiar story, and over the years…
At its core, facilitating organizational change is about energizing the right people to design and execute smart strategies. As sociologist Philip Selznik says: “Strategies take on value only as committed…
To lay the groundwork for true and effective participation among stakeholders, change agents must create an environment that enables high quality conversations and learning interactions and that engenders strong positive…
…or bad, people make organizations stop and go. Accordingly, design must reflect the organization’s ability to attract, motivate, develop, and retain the requisite people talent. To employ the people test…
…Human Resources – Claude Balthazard What does ‘professionalism’ mean for HR professionals? – Claude Balthazard Developing Organizations: A Metaphorical View – Brenda Barker Scott Designing for Collaboration – Brenda Barker…