00:27:18 Tanya - ODF Admin: https://organizationdesignforum.org/odf-research/ 00:31:46 Candida Greco: Do you ever see comp as a hyphenated org designers? 00:32:04 Bhavna Khar: Reacted to "Do you ever see co..." with 👍 00:32:09 mike cardus: Reacted to "Do you ever see comp as a hyphenated org designers? " with ➕ 00:32:14 Bhavna Khar: Reacted to "Do you ever see co..." with ➕ 00:38:23 Sylvia Staudt: How much of the org design demand is driven by AI causing organizations to rethink their operating models? 00:39:24 Andrew Williams: Replying to "How much of the org ..."I’m seeing that this falling in a new space between CHRO and CIO 00:39:36 Sarah Taffee: Replying to "How much of the org ..."It’s coming up in all my org design work, but there is a massive struggle with how to quantify and anticipate the current and future impact to workforce planning and operating model. 00:40:04 Iulian Paval: Reacted to "It’s coming up in al..." with 👍 00:40:52 Andrea Place: Reacted to "It’s coming up in..." with 👍 00:41:20 Andrew Williams: Reacted to "It’s coming up in al..." with 👍 00:48:45 Andrew Williams: Replying to "How much of the org ..."^I think this exacerbated by the fact that AI often replaces tech skills (coding, designing, writing) and so human / collaboration skills become relatively more important. Although the latter “always” appears in job reqs, it’s rarely well measured by HR (tech skills are) 00:49:13 Sarah Taffee: Reacted to "^I think this exacer..." with 👍 00:38:51 Zach Bonaker - San Diego, CA: I’m surprised “time / budget / capacity” is actually this low. Perhaps a correlation to the #1 “buy-in & mindset”…? 00:39:03 mike cardus: Reacted to "I’m surprised “time / budget / with 👍 00:41:45 Sarah Taffee: Sorry if I missed it - when is the book coming out? 00:43:00 Arielle Deligdish: Reacted to "Sorry if I missed it..." with ➕ 00:47:53 Crystal Robinson: Reacted to "Sorry if I missed it..." with ➕ 00:45:55 Tanya - ODF Admin: Replying to "Sorry if I missed it..."October 00:46:13 Sarah Taffee: Reacted to "October" with 👍 00:47:37 Sarah Taffee: Replying to "Sorry if I missed it..."I’d be happy to be a pre-reader and provide a review on Amazon! 🙂 00:41:49 Charles Andrew: Will this presentation be available after the meeting? 00:42:23 Nicole Schaeffer: Reacted to "Will this presentation be available after the meeting?" with 🤞 00:42:34 Tanya - ODF Admin: yes, we will send out am email to all registrants when it is posted on our Past Events page - https://organizationdesignforum.org/past-events/ 00:42:44 mike cardus: Reacted to "yes, we will send out am email to all registrants when it is posted on our Past Events page" with 👍 00:42:48 Melissa Smith: Reacted to "yes, we will send ou..." with 👍 00:42:49 Andrea Place: Reacted to "yes, we will send ..." with 👍 00:42:50 Nicole Schaeffer: Reacted to "yes, we will send out am email to all registrants when it is posted on our Past Events page" with ❤️ 00:43:03 Maud Vrommant: Reacted to "yes, we will send ..." with 👍 00:43:52 Lilian Duckart: Reacted to "yes, we will send ou..." with 👍 00:44:56 Charles Andrew: Reacted to "yes, we will send ..." with 👍thank you! 00:45:43 Margaret Doyle: I would love to know more about diagnostic excellence, and how to communicate diagnoses. 00:46:25 Clément Schrepfer: Reacted to "I would love to kn..." avec 👍 00:48:00 Matthew Cinelli: In House have some trust already built, external need to make up for some gap in trust YET! 00:53:35 mike cardus: Reacted to "In House have som..." with ❤️ 00:49:36 Mary Azzolini: #alwayspracticing :) 00:49:36 Brian Link: Love this, it’s a fundamental coaching truth - Lead with value and vulnerability and curiosity to help build confidence and trust 00:51:27 Anna Mamalaki: Reacted to "Love this, it’s a fu..." with 👍 00:49:37 Bruce Mabee: Clients are swamped! That's where we have to enter. 00:50:45 Greg Kesler: Respecting that load they are carrying is part of building trust 00:51:02 Clément Schrepfer: Reacted to "Respecting that lo..." avec 👍 00:51:04 Jan Kaderly: This work is inherently disruptive to all involved (even the sponsor). I think of the advice Amy is sharing as being ready to overcome the natural resistance that will inevitably arise. 01:01:44 Karen Milne: Reacted to "This work is inher..." with ❤️ 00:51:41 Nicole Schaeffer: "What's the line for a process to have integrity?" YASSSSSS!! 00:52:18 Zach Bonaker - San Diego, CA: I find these key points far more difficult to establish as an internal role, compared to experiences as an external partner (just my own experience, of course!) 00:52:34 Nicole Schaeffer: Reacted to "I find these key poi..." with 💯 00:52:40 Jan Kaderly: Reacted to "I find these key poi..." with 👍🏻 00:53:01 Iulian Paval: Reacted to "I find these key poi..." with 👍🏻 00:54:03 mike cardus: Reacted to "I find these key poi..." with 💯 00:55:08 Nicole Schaeffer: Replying to "I find these key poi..." My approach is often to do my darndest to guide the best approach first (and not saying that always comes from me). If that doesn't work, plan B is often to squeeze what value I can out of the process and speed up the time to the "challenge" they feel on the parts that didn't go well. It typically results in building credibility over the long-term, the opportunity to try again, and the chance to have a heavier hand in shaping approach. Curious about others' approaches. 00:57:37 Bruce Mabee: Replying to "I find these key poi..."The design of most internal roles (for us and for others) is trapped in what it used to be. Internals usually face this. 00:58:06 Zach Bonaker - San Diego, CA: Reacted to "The design of most i..." with 💯 01:06:56 mike cardus: that is part of the joy and learning of being internal 00:55:24 Amy Wilson: This conversation is making my heart sing — it’s exactly the conclusions I’ve come to with my research! I'm a Culture Futurist who helps purpose-led organizations see the patterns underneath their culture problems and shift toward something that sticks. I spoke about this at ODF earlier this year using the Pattern Shift Wheel, a tool that works as both a mirror and a compass for dialogue around Structure, Practice, and Presence. People are hungry for a shared language around what they're feeling but can't yet name. That's exactly what this work does. If this connects, I'd love to talk. Scheduler: https://tidycal.com/amy-wilson/30-minute-meeting Site: www.cultureshiftstudio.com LinkedIn: https://www.linkedin.com/in/realamyjwilson/ 01:01:08 Margaret Doyle: Reacted to "This conversation is..." with 👍🏻 01:06:06 Natasha Kornweibel: Reacted to "This conversation is..." with 👍 00:57:48 Brian Link: Conways Law? 01:01:54 Nathan Bushey: Replying to "Conways Law?" https://en.wikipedia.org/wiki/Conway%27s_law 01:14:02 Brian Link: Reacted to "https://en.wikipedia.org/wiki/Conway❤️7s_law" with ❤️ 00:59:48 Bruce Mabee: Start with the positive (and comfortable) - the stable. 01:00:08 Candida Greco: Front middle back 01:03:33 Tanya - ODF Admin: Replying to "Front middle back"We actually just had a Community Convo earlier this month around Galbraith's Front-Middle-Back Model. You can review the session recordings https://organizationdesignforum.org/past-events/ 01:02:17 Caroline HEWINGS: The question on co design of work with AI and who owns - IT , OD/Hr , change , process excellence, other , is coming up more and more in client questions with a tug of war or confusion in accountabilities, and needed capabilities. Am seeing many cases where the human perspective isn't considered. Whats your take on ownership? 01:05:54 Andrew Williams: Reacted to "The question on co d..." with 👍 01:04:52 Andrew Williams: In reskilling the workforce (as many capabilities are replaced / augmented by AI) are others considering Kegan’s stages of adult development? If “half” the population is “stuck” at “The Socialized Mind” this is a population ripe for disruption and most in need change 01:09:47 Nicole Schaeffer: Replying to "In reskilling the workf..."My perspective is that the objective is not to move all up through the model but rather to recognize who is where and what unique value they can add from where they are while pouring into those who have hunger and promise towards arriving at the next. We need folks at multiple stages to make the thing "go." This feels less nuanced than I'd like a response to something like this to be, but I'll leave this as a TLDR. 01:12:40 Andrew Williams: Reacted to "My perspective is th..." with ❤️ 01:10:07 Zach Bonaker - San Diego, CA: Fwiw, I haven’t yet experienced a case where I needed a different model to describe an approach - and adapt to client’s context. Data / tech / etc very naturally flow from capabilities, and within the interactions, IME 01:10:44 mike cardus: Reacted to "Fwiw, I haven’t yet experienced a case..." with 👏 01:11:16 Caroline HEWINGS: Reacted to "Fwiw, I haven’t yet ..." with 👍 01:10:56 Jan Kaderly: love this! 01:11:08 Katie Law: To me, the STAR model helps us to take a coaching approach to organization design. Helps us to stay curious on what's important for the organization. 01:12:21 Caroline HEWINGS: I like that you have Process + Tech. Just not Tech at the centre (tech AI/ tail wagging the dog!) 01:13:18 Bruce Mabee: I love your rich and concise pull-together here -- pulling the new into the existing. An effective endorsement of the book! 01:13:47 Todd Walther: Tremendous dialogue. Thank you so much. Dropping now, but looking forward to the next session. 01:13:55 Nathan Bushey: Thank you so much for the time this morning. Looking forward to the next couple of sessions! 01:14:02 mike cardus: so great - and thank you 01:14:02 Marian Moriarty: Thank you! 01:14:07 Andrea Place: Thank you, great session 01:14:07 Cathy Windschitl: Thank you so much. Great session. 01:14:11 Kim Henry: thank you all! 01:14:16 Jordan Daugherty: Thank you so much! 01:14:18 Alvaro Triana: Thank you very much for this wonderful session!! 01:14:20 Caroline HEWINGS: Thanks for your generosity and sharing ! 01:14:26 Heidi Barta: This has been insightful and appreciate ODF bringing this opportunity to our community! Thank you. 01:14:29 Adaobi Odili: Thanks so much! 01:14:34 Nellie Owens: Thank you VERY much! 01:14:39 Diego Espinoza: Unfortunately, I was only able to stay for about an hour, as I had to step out of the virtual meeting. That said, I really appreciate the opportunity to join—thank you very much for including me. 01:14:54 Kathy Molloy: Brilliant as usual. Thank you for your work and continued growth and contribution 01:15:38 Bruce Mabee: Question: How do I begin to recognize and "unfreeze" my own mindset? 01:21:35 Christina Bell: Reacted to "Question: How do I b..." with 👍 01:15:41 James Dowling: What takes you to applying Diagnostic versus Dialogic methods? 01:15:48 Janet Sherlock: In his statements earlier, Greg referred to Horizontal Alignment. Agreed, BTW. Can you expand more upon what this looks like from a practical standpoint? 01:15:50 Sarah Caryl: I think there is also something that could be called out (in the STAR model?) regarding decision-frameworks. The comfort level of organizations to allow decisions to be made where the work is done (one of Greg's points) can be drastically different. I think it may impact the amount of layers allowable in the org. thoughts? 01:15:51 Brandon Curry: Based on the last section regarding the Star Model being a Meta model for shaping and sustaining behavior… to invert, where do you see the model being misunderstood and misapplied to commit the greatest “malpractice?” 01:16:00 Doreen Mutero: For a beginner Org Design practitioner where is the best place to begin? 01:16:09 Jessica Reina: Reacted to "For a beginner Org..." with 👍 01:16:06 Amy Wilson: As org design evolves, how do you see the role of culture patterns showing up earlier in the design process, rather than as an afterthought once structure is already set? 01:16:10 David Tunney: Question: do you see companies creating a 'parallel' org that is ai driven? Like in the dot come of 2000 companies created a .com company separate from the brick and mortars and then merged together for total transformation.... 01:16:36 Nellie Owens: I’m sitting at the crux of L&D and Org Design - once you’ve identified the skills and competencies needed for diff roles, what reccs do you have for scoring these skills and competencies? I see rater fatigue as a massive barrier to adoption and wondered if you have any insights to share? 01:16:47 Shawn Spendlove: Q: to Amy's Org Design Discipline discussion, how best to grow into the Org Design from the Org Developoment practice? 01:17:50 Sylvia Staudt: Given that Technology has been added to the Process point of the STAR model, what happens to Governance? Are we grouping Process, Governance, and Technology into one point? And- what are the questions one should be asking in relation to Technology when diagnosing that STAR point? 01:18:34 Margaret Doyle: Perhaps a tangential question: With the rapid changes happening in the workplace, are you seeing increased or emerging issues with regard to internal and external communications around the changes an organisation is making? 01:19:12 Marian Moriarty: For the second session, I’m curious if your focus on the business context will also include some focus on the political context (without getting into politics 🙂)? This is so relevant for me living in the DC area and may not be as top of mind for others. And my thinking is that I feel that there are leaders making business decisions (including org design decisions) based on the need to stay aligned politically. 01:19:20 Katie Law: Do you and how do you leverage the McKinsey 7S model? 01:19:31 Zach Bonaker - San Diego, CA: Especially in the last five years, nearly every one of my OD-related initiatives have primarily centered on “reduce cost” - in other words, reducing cost IS the design criteria. My feeling is that, well, you don’t need a design process to reduce cost. I like Julian’s framing of “downsizing by design” but I’m curious what other strategies & approaches folks have to help people get into a design mindset, rather than a cut cost mindset? 01:19:45 Iulian Paval: Reacted to "Especially in the la..." with 👍 01:20:14 Andrea Perez: Reacted to "Especially in the la..." with 👍 01:22:45 Nicole Schaeffer: Replying to "Especially in the la..." I'm curious about others' perspectives but I find simile helpful... "Org design is like building a car. If the purpose of org design could be described as "to execute company strategy," what is our strategy? Are we trying to safely transport a family of 6 or win a Formula 1 race? That either needs to shape the design or you need to be okay with unsafe transport or losing races." LOL! 01:23:08 Christina Gaertner: Replying to "Especially in the la..."in my experience, when it's just about cost, often we're not talking about "redesign" but rather "restructuring" - the important question here in my opinion is "does the work / expected outcome actually change (vs. for example just taking out some management layers to reduce cost) 01:20:03 Anette Giani: Greg, That's a really interesting point—thank you. I was wondering, though: can't horizontal structures also become quite complex, especially as organizations grow? If so, what mechanisms or governance practices have you found most effective for preventing coordination and decision-making from becoming overly complex while still preserving autonomy? 01:20:56 Sarah Taffee: In C-Suite org design conversations about AI implications to the op model, discussions often stay theoretical — it's hard to evaluate implementation speed, optimization tradeoffs, and total cost of ownership. Yet there's real pressure to 'cut bodies' and replace with AI. Any suggestions for making these conversations more concrete and grounded without full due diligence? 01:21:07 Iulian Paval: Reacted to "In C-Suite org desig..." with 👍 01:21:13 Chinedu Ezeani: Please how do we design organisations to have either high or low P&L responsibility? 01:21:14 Shan Pretheshan: You touched on the business model in your outline. Just as the Star Model is a powerful OD framework for the AI era, what frameworks would you recommend for Business Model to be unpacked. 01:21:29 Bruce McNaughton, Oxford, UK: My first transformation was in the 1980s where we used the FIT model from the original Organization Design book 1977. I learned it was the STAR model in 2010. I have retained Technology as it engages with Change, Quality Teams (process) and IT (Technology). I'm pleased to see Technology back in the model. 01:23:02 Bruce McNaughton, Oxford, UK: The STAR model is a feature of the Major Projects training (programme management) at the SAID Oxford Business School. 01:23:40 James Dowling: Please speak to Dynamic Self-Organizing Teams, Enterprise Operating System, and Organization Systems Design emergence. 01:24:02 Dominique Lenferink: Reacted to "Please speak to Dyna..." with ❤️ 01:25:44 Jaspal Johal: Reacted to "Please speak to Dy..." with 👍 01:28:50 Heidi Van den broeck: Reacted to "Please speak to Dy..." with 👍 01:38:44 Ilene Salzmann: Reacted to "Please speak to Dyna..." with 👍 01:25:58 Chinedu Ezeani: (Continuing from my last question), what factors Favour which option? High or Low P&L responsibility 01:26:22 Katie Law: Everyone, please kindly share communities that you are a part of. I am seeking to connect with you and the rest of like minded individuals to share and learn with one another in this work. 01:26:37 Shawn Spendlove: Reacted to "Everyone, please k..." with 👍 01:26:49 Jessica Reina: Reacted to "Everyone, please k..." with 👍 01:28:08 Annie Bullert: Reacted to "Everyone, please k..." with 👍 01:36:22 Lilian Duckart: Replying to "Everyone, please kin..."EODF thanks for asking Katie 01:37:23 Tanya - ODF Admin: For those not familiar, that would be our sister org, European ODF - https://eodf.eu/ 01:38:20 Natasha Kornweibel: Replying to "Everyone, please kin..." Great question Katie, I'm in Australia with no local community, so excited to learn from you all. 01:42:00 Tanya - ODF Admin: Natasha - connect with Martin Foster, believe he's in Melbourne - he's quite active in the Agile space and Org Design 01:27:47 Zach Bonaker - San Diego, CA: Ah yes, that classic contingency - so what are we even trying to do better/differently/etc.? “All of it! We should faster, cheaper, with better relationships, happy employees, and hit our goals! How do we design that! It’s gotta be cheaper too, did I mention that?” 😆 01:27:53 Andrea Perez: With rapidly changing environments and new requirements placed on organizations, how do you think about the need to re-structure teams and business units to deliver new work vs the needs and benefits for stability? 01:28:37 Amy Wilson: Hey folks! I'm based in NYC/DC and would love to connect with other org design practitioners in the area. Who else is here from DC or NYC? 01:29:19 Marian Moriarty: Replying to "Hey folks! I'm based..." I’m in DC. Please feel free to reach out to me. 01:29:29 Nellie Owens: Replying to "Hey folks! I'm based..." I’m in Watertown, CT, Amy! 01:30:43 Clément Schrepfer: Répondre à "Hey folks! I'm bas..." I'm in Paris, France. :/ but we can connect too :) 01:32:25 Amy Wilson: Replying to "Hey folks! I'm based..."@Nellie Owens @Marian Moriarty @Clément Schrepfer just added you to linkedin…let’s connect on there first and then find a time to talk 🙂 01:29:18 Jan Kaderly: Curious about your thoughts on ambidexterous design 01:30:10 Bruce McNaughton, Oxford, UK: How do you encourage collaboration with other "internal service organization" Quality, IT (EA), Change, Engineering, etc to co create the design? 01:31:40 Jan Kaderly: So grateful to Amy and Greg (and Jay G). Thank you so much for your generousity and wisdom. LOVE LOVE LOVE your continued work. 01:32:06 Suzanne Owens: Reacted to "So grateful to Amy..." with ❤️ 01:32:10 Molly Breazeale: Reacted to "So grateful to Amy a..." with ❤️ 01:33:30 Andrea Place: Reacted to "So grateful to Amy..." with ❤️ 01:32:17 Nicole Schaeffer: I wonder if org design skillset has any natural correlation with primary vertical development stage. 01:33:02 Clément Schrepfer: A réagi à "@Nellie Owens @Ma..." avec 😊 01:33:06 Shan Pretheshan: Greg and Amy, thanks for the insight on the Business Model! Agree 100% about OD practitioners can help to deliver value across the org. 01:33:07 Natasha Kornweibel: Thankyou Marcia, Amy and Greg this has been amazing and thankyou for your openness in sharing your learning, well worth dialing in at midnight from Australia - my question is - What do you focus on when building working relationships with Strategy and IT teams as to the value of org design in order to create a bridge between disciplines of HR / IT / Strategy? Thankyou ODF with great chat discussions and questions. 01:33:23 Annie Bullert: I am passionate about OD, Strategy, Leadership, defining and developing capability, especially in Ai era. Human First focus. We live in exciting times. Would love to connect. https://www.linkedin.com/in/anniebullert 01:34:20 Shan Pretheshan: Reacted to "I am passionate abou..." with ❤️ 01:34:24 Anna Mamalaki San Francisco CA: Grateful to Amy, Greg! Thanks to Marcia! Also want to thank Tanya for being the driving force behind all these calls. 01:34:39 Shan Pretheshan: Reacted to "Grateful to Amy, Gre..." with ❤️ 01:34:40 Tanya - ODF Admin: Reacted to "Grateful to Amy, Gre..." with 🙏 01:34:45 Heidi Van den broeck: Amy, this resonates enormously to me in Acquisition of small start ups and managing that inside a multinational org and then how to "intergrate" culture (same or still a bit unique) and processes - 01:34:46 Zach Bonaker - San Diego, CA: On this topic, Amy and Greg mentioned a deep care for people/workforce well-being as an OD-practitioner trait… and I personally find AI has dramatically amplified the “people are resources/cost” mindset even further these days. It tugs at me in all the wrong ways… 01:35:32 Shawn Spendlove - Chandler, AZ: Reacted to "On this topic, Amy..." with 👍 01:35:49 Anna Mamalaki San Francisco CA: Reacted to "On this topic, Amy a..." with 👍 01:35:56 Iulian Paval: Reacted to "On this topic, Amy a..." with 👍 01:36:30 Anna Mamalaki San Francisco CA: Replying to "On this topic, Amy a..."Thanks for saying this Zach. 01:36:28 Andrea Place: Reacted to "On this topic, Amy..." with 👍 01:36:04 Bruce McNaughton, Oxford, UK: How are processes managed and would the experimentation be at the process level with the people? 01:36:31 Sarah Taffee: You’re flagging for me the importance of setting checkpoint discussions too - which hardly ever happens aside from annual strat pan discussions. 01:43:39 Annie Bullert: Reacted to "You’re flagging for..." with ☺️ 01:36:40 Katie Law: Let's stay connected! I am passionate about org design, org development, leadership and talent development, coaching, HR and change management. www.linkedin.com/in/lawkatie/ 01:36:56 Janet Sherlock: It’s never about use cases. Everything is a use case. 01:37:20 Melissa Campodonico: I’m from South Africa. Would love to connect! linkedin.com/in/melissa-campodonico/ 01:38:39 Tanya - ODF Admin: Replying to "I’m from South Afric..."Melissa - suggest connecting with Janet DuPreez, she's a regular at our events and in Johannesburg 01:37:46 Shawn Spendlove - Chandler, AZ: www.linkedin.com/in/spendlove 01:38:23 Katie Law: Katie Law, ICF-PCC, ATD-APTD, ACMP-CCMP, Prosci-CCP | LinkedIn 01:37:50 Zach Bonaker - San Diego, CA: Might “requisite variety” be a real law to keep in mind when designing horizontally? If we’re designing at this level in a 100k employee global company, with a lot of instability (e.g., healthcare in the US right now), what tells us things can be simple, easy, quick to design…? 01:38:22 Shan Pretheshan: Across many organisations, Strategic Workforce Planning is emerging as a new capability, and some leaders are positioning it as the silver bullet for Operating Model challenges. My view is that SWP can only succeed when the Operating Model is clearly defined. Without that foundation, it cannot deliver the strategic intent. What’s your perspective on this? 01:38:42 Christina Gaertner: Reacted to "Across many organisa..." with 👍 01:39:22 Sylvia Staudt: I'm in NYC (https://www.linkedin.com/in/sylviastaudt/) and have built toolkits and AI-enabled learning programs in org design. Let's connect! 01:41:19 Greg Kesler: Feel free to reach out on linkedin or greg@gregkesler.com 01:41:45 Amy Kates: amy@amykates.com 01:41:54 Brandon Curry: Thank you, Greg, Amy, and Marcia for this great session! 01:42:42 Kehinde Sonuga: London-based - Would love to connect - https://uk.linkedin.com/in/kehinde-sonuga-5960b419 01:43:08 Dominique Lenferink: SF Based - would love to connect: https://www.linkedin.com/in/dominique-lenferink/ 01:43:14 Brian Link: I’m eager to get more involved in OD. Happy to connect to help me learn LinkedIn.com/in/brianwlink 01:43:20 Anette Giani: I am based in Chile and would love to connect as well. https://www.linkedin.com/in/anette-giani/ 01:43:21 Shan Pretheshan: I would love to connect with you all: www.linkedin.com/in/shanpretheshan 01:43:40 Nicole Schaeffer: I'd add finding ways to get involved in the work. Find someone you can learn from while they work. 01:43:41 Bruce McNaughton, Oxford, UK: I appreciate all of the books you have written and am looking forward to the new book. Many thanks. 01:44:29 Shan Pretheshan: Reacted to "I appreciate all of ..." with ❤️ 01:43:52 Dave Sturchio: Reacted to "I'd add finding ways to get involved in the work. Find someone you can learn from while they work." with ❤️ 01:44:46 Nicole Schaeffer: In ATL/TN - https://www.linkedin.com/in/nicolehschaeffer/ 01:44:57 james docherty: London based.... work across HR, Transformation and Org Design.... building out a toolkit and training for others in HR profession. Would love to connect with the network (as this profession can feel quite lonely!) James Allan Docherty MCIPD MSc | LinkedIn 01:44:59 Anna Mamalaki San Francisco CA: I ‘d love to stay connected and be a peer that you can exchange ideas with https://www.linkedin.com/in/annamamalaki/ 01:45:13 Zach Bonaker: It was wonderful spending time w/ such great mentors and interacting with everyone - cheers!Happy to connect further: www.linkedin.com/in/zachbonaker/ 01:45:15 Iulian Paval: Thank you Greg & Amy for your insights, I loved your approach and narrative getting into OD! I’m based in Romania (rare!), looking forward to connect https://www.linkedin.com/in/iulianpaval/ 01:45:23 Christina Bell: What a gift to all 01:45:40 Anna Mamalaki San Francisco CA: THANK YOU!!! 01:45:46 Annie Bullert: Love the find a partner advice. Thank you, always inspiring! 01:45:50 james docherty: This has been one of the best webinars I've experienced, so insightful and good to know the things I find myself thinking about daily are shared with others. 01:45:56 Kehinde Sonuga: Great session - Thank you Greg and Amy 01:45:57 Nicole Schaeffer: Thank you for sharing your wisdom so generously and clearly. 01:46:16 Heidi Van den broeck: thank you for sharing the wisdom! 01:46:19 Melissa Campodonico: Thank you Amy, Greg and team! 01:46:26 Sarah Caryl: Thank you Tanya, Marcia, Amy and Greg. 01:46:27 Natasha Kornweibel: Thank you ODF community - great to connect with you all www.linkedin.com/in/natashakornweibel 01:46:28 Lilian Duckart: Thank you Amy, Greg, Marcia, Tanya and everyone else behind this great session! 01:46:32 Sarah Taffee: Always appreciate the nuggets of wisdom! Thanks!