00:12:36 Jodie Goulden - chat moderator: Hi everyone. Welcome to this session! Please ask questions for Mary here in the chat – we’ll bring some of your questions into the conversation. 00:14:38 Michael Luttkus: I'm in a similar situation. External that has moved internal. Tasked with standing up an OD/OE function with upskilling HRBPs in basic to intermediate OD practice as part of the focus. Your description of this forum sounds like a great resource for them. 00:15:53 Dana Ruberto: Internal 00:15:56 Dan Lamp: Internal OD Consultant 00:16:00 Pavel Charny: external 00:16:12 Matt Alward: internal 00:16:46 Mary Jean Muhle: internal OD Consultant 00:17:56 Megan Sage: Internal Org Design leader. Looking forward to hearing about how an internal capability is developed and integrated into culture. 00:21:08 Jodie Goulden - chat moderator: In your organization, or organizations that you work with, where does OD/E capability sit and what are the advantages? 00:21:53 Michael Luttkus: Standing up a very early "OE" function currently. Comprised of existing D&I team, PM team, and starting to create an infant SWP function...reporting straddles CHRO and CAO. 00:22:06 Malinda Allen: We're in HR. 00:22:10 Eric Ford: Only Org Design consultant in company - sit in Change Management team as part of the strategy department - split job description between change and design 00:22:38 Carla Bendeich: The Org Design team sits within our HR team alongside the Strategic Workforce Planning team. We partner very closely with the HRBPs and the HR COEs to pull together an Insights Package for LOB leaders. 00:22:50 Kim Walls: Hey Kim from Molson Coors in Milwaukee. Our OE team sits in HR, but our primary partners/stakeholders are what we call the LT (most companies call the csuite). work very closely with Strategy 00:23:06 Dana Ruberto: Org Design and Development lead. alongside Talent Intelligence and Talent Management, report into HR 00:23:10 Skye Zeimet: I am on an OE team (also responsible for OD and change management) that sits within the Enterprise Learning & Development org within HR. However, in my past OE sat in Talent Management or under the broader Corp HR umbrella. 00:23:26 Dean Walsh: Hi everyone. My story is a bit different. PhD in org studies (structure nerd), then 20+ years consulting, now in a software start-up for org design/OE tools 00:23:54 Megan Sage: Our Org Design is in HR, Talent Management, OE team. 00:24:29 Reg Butterfield: OD guy since 1981. Internal until 1992 and then external worldwide. Based in Vienna Auatria. 00:24:30 Vincent Favre: our Org Development team is in HR. Orga Effectiveness, Orga Design, Transfo Management and recently added SWP 00:25:41 Emma Cook: Hi all, Emma (UK, financial services), Leading OE function (newly formed, sits in HR/People function). Functions: OD, SWP (new capability to establish), OD implementation (workforce realignment, restructure), change management, org change insights, partnering transformation programmes on behalf of HR 00:25:58 Daisy Veciana: I’m designing the organization within a Startup and a Small Business. I have a background in critical care nursing and jumping into entrepreneurship this job naturally found me. 00:27:14 Jodie Goulden - chat moderator: Shout out to any HRBPs here! If you are an HRBP, what enables or prevents you bringing org design and effectiveness capabilities to the business? 00:29:22 Pavel Charny: I’m an external OH consultant (ex-IT engineer switched to I/O psychology in 2011). OH means org health which I measure as a degree of alignment between structure, people, and culture 00:31:27 Jodie Goulden - chat moderator: Replying to "What specifically di..." SWOT, RACI, spans of control tools, whiteboard programs to facilitate conversations, exploring AI 00:31:28 Mbali Mabaso: Hi @Mary Selden any tools and resources you can share ? 00:32:39 James Dowling: Interested in adding Capability Modeling (Talent, Technology, Information, Process, & Culture) requirements. Connect and message @ Jim.Dowling@CapableCompany.com 00:33:18 Pavel Charny: Reacted to "Interested in adding..." with 👍 00:34:03 Ramona Elena Cherciu: Reacted to "Interested in adding..." with 👀 00:36:28 Jodie Goulden - chat moderator: In your organization, or organizations that you work with, how are you using or exploring AI for org design? 00:36:47 Matt Alward: AI has been helpful in benchmarking! (the little that's out there) 00:38:07 Dana Ruberto: I use AI to research competitor org structures as an input into the design process 00:38:44 Dilber Ilkar: We (Deloitte) launched an AI tool - Workforce Analyzer - that leverages GenaI to help leaders assess work functions, estimate AI disruption potential in roles. Then the insights can be used to develop scenarios and strategies for future workforce planning 00:40:27 Jodie Goulden - chat moderator: Please ask questions for Mary here in the chat – we’ll bring some of your questions into the conversation. 00:42:11 Matt Alward: @Mary Selden what does OD implementation look like? How often are the OD recommendations completely adopted? What's the typical duration of your OD projects? 00:42:15 James Dowling: If you want to inform organization design with capability requirements, you can use AI to get started quickly and test variations. The key is to provide AI with context and preferences. 00:45:24 Nitin Sharma: In my side of the world we've been focused on Agentic AI because of how its been redefining how organizations sense and respond to change, but it’s the human judgment behind those insights that truly shapes outcomes (with Nakisa Decision Intelligence). 00:48:11 James Dowling: The OD & OPEX leaders that I coach are actually focused on future talent needs and approaches to investing now for culture enterprise capability. Their shift in focus is from efficient operation to effective adaptation to futures. 00:50:23 Carla Bendeich: Our mantra is "tell us about the work" to get away from people or roles 00:50:33 Marisa Sanchez: I developed a maturity model to help assess and build organization development capability across an enterprise. Enterprise Organization Development Maturity Model | Marisa SanchezBuilding a Center of Excellence is a necessary first step, but it still creates a resource limitation. I would love for organizations to build general enterprise-wide organization development capability because leaders and others should be skilled to do some general OD work, leaving maybe the really hard stuff to OD subject matter experts. 01:06:15 Mary Selden: Replying to "I developed a maturi..."I would love to see this Marisa! We also have a maturity model 00:52:30 Jodie Goulden - chat moderator: A question to tap into this group’s collective insights … what do you foresee for the future of internal org design capability and what’s needed to get there? 00:54:01 Tiffany Perry: Ability to design adaptable teams that can flex in the face of ambiguity. Helping leaders and employees be adaptable to change and open to innovation. This has always been important, but even more so, 00:54:45 Michael Luttkus: Seeing more agentic orgs, agent factories, etc, starting to be stood up next to and within human teams 00:55:40 Jodie Goulden - chat moderator: What are the biggest indicators making the case to have a dedicated internal OD/E function? Answer on Menti or here in the chat. 00:58:15 Kim Walls: Our something else is the deep knowledge of the business creates a strong connection to and respect from the senior leaders of the organization. This accelreates the process and decreases costs particularly against using external consultants. 00:58:55 Karl Krochmal: What's the plan for ensuring business continuity when the AI bubble inevitably pops and some agentic services go offline unexpectedly? How much does risk assessment factor in Org Design? 00:59:00 Camilo Ricaurte: OD workflows can be complex (bringing in multiple stakeholders), how do you keep track of responsibilities, deliverables, and hand-offs when enterprises have so many ongoing projects as we just saw in the poll? 01:01:13 Jodie Goulden - chat moderator: Great to have so many of you here. We are planning more sessions / more guests on this this topic. What questions do you hope we will ask them? Do you know any internal leaders/practitioners who have an internal org design approach to share that you would like to nominate? 01:02:35 James Dowling: To what extent and how does the State Farm "Good Neighbor" culture affect OD work? 01:04:29 Tiffany Perry: This is a fascinating topic. I want to know if new functions focused on supporting the HR or the business? What are common mistakes orgs make when setting up these new OE functions? 01:04:52 Mary Selden: Feel free to reach out to me on LinkedIn with follow-up questions: https://www.linkedin.com/in/mselden19 01:05:25 Matt Cinelli: thank you all for a wonderful session! 01:05:26 Melissa Smith: Thank you both! Great session! 01:05:34 Matthew Hill: Thanks for the amazing conversation! 01:05:41 Michael Luttkus: Many thanks to our presenters! 01:05:42 Eileen George: Thank you! 01:05:42 Marisa Sanchez: Thank you Mary and Blake - I appreciate you bringing this miniseries to ODF. 01:05:52 Marina Surguladze: Thank you very much. Amazing session! 01:05:57 Emma Cook: Thank you all, enjoyed the session 01:06:00 Robert Stevens: Bravo-Zulu, Mary! Loved it! 01:06:02 Jayeeta Dutta: Thank you so much Mary for such an informative and eloquent session. 01:06:05 Denelle Hunt: thank you!! excellent session - enjoyed it 01:06:06 Marian Moriarty: Thank you! 01:06:11 Daisy Veciana: Thank you! 01:06:11 Dylan Smith: Thank you! 01:06:11 Matt Alward: looking forward to Pittsburgh!