Organization Development Network of Western New York

Bosnia A Case Study in Leadership & Cultural Transformation ODN of WNY November 2014 Meeting


Organization Development Network (ODN) of WNY

November 2014 Meeting Announcement

Bosnia – A Case Study in Leadership & Cultural Transformation

By: Anne Moretti (Moretti Consulting)



Meeting Overview:

The Bosnian War was an international armed conflict that took place in Bosnia and Herzegovina between 6 April 1992 and 14 December 1995. The war came about as a result of the breakup of Yugoslavia; it was also the first case of genocide in Europe since World War II. Following the signing of the Dayton Peace Treaty in 1996, leadership from the Buffalo General Hospital and Buffalo Children’s Hospital were awarded a 2-year, USAID White House grant to partner with the University Clinical Center Tuzla and the University of Tuzla among others. The purpose of the partnership was to improve the quality of care in Bosnia, strengthen relationships with the Bosnian Ministry of Health and other government agencies, and to transition the culture from fledgling East Bloc governance to Western management practices post-war. Nearly 16 years later, the US government continues to publish progress. The presentation will cover a project overview, cultural and leadership issues, change strategies, and "stories" of how the partnership worked together to implement initiatives (such as centers of excellence) and transform the infrastructure across the Cantons (regions) of the newly formed country.



Anne M. Moretti brings over twenty years of senior level management experience in the areas of Board and Executive Development, Leadership Development, Change Management & Culture Transformation,
Organizational Development, Assessments, Planning, Quality Improvement and large/small group facilitation. Her clients include health care systems, nursing homes, pharmaceutical companies, insurance companies, construction and manufacturing companies, physician groups, community groups, education, and government.

Location Notes:

The Canisius Center for Professional Development is located in Amherst, NY. Directions: Take the 290 expressway, and exit on Millersport Highway going north. At the first light (by the Marriott), make a left onto Flint Road. Make a left turn on to Maple Road. At the next signal, make a left turn on to Corporate Parkway. At the stop sign, turn right. The building is on your left side. The parking lot (no charge) is on your right. Complimentary coffee is available.


Resolving Conflict to Promote Workplace Inclusion – An Organizational Challenge

Organization Development Network (ODN) of WNY

June 2014 Meeting Announcement

Resolving Conflict to Promote Workplace Inclusion: An Organizational Challenge

Facilitator: Sandra W. Whitmore



Meeting Overview:

What is “conflict” and how does it affect the workplace? The word may cause us to think of fighting, arguments, anger, disagreements, and hurt feelings. We may also see conflict as a natural, necessary part of life in the workplace which creates tension and can result in change.

Are disagreements or difference of opinion bad? Of course not, but how conflict is handled can be negative or positive. In this workshop we will explore storytelling and multi-partiality concepts in mediation. We’ll consider how these concepts might be applied in our organizations to generate new understanding and result in positive change. Come excited, engaged, and ready to participate!

Learning Objectives:
  • Learn how to explore new ideas and new approaches with a social justice lens in dealing with conflict.
  • What qualities and abilities a successful mediator needs to be effective.
  • What mediation is and how it can be useful in working through challenges in the workplace.

This model is from the Social Justice Mediation Institute, Dr. Leah Wing


Sandra W. Whitmore began her career at RIT in the College of Liberal Arts in 1999 and in 2003 joined the Office of the President. Sandra currently serves as the Director of Operations and RIT’s Deputy Title IX Coordinator for the Division of Diversity & Inclusion. Managing the daily operations, directly oversees the areas of Public Relations/Marketing & Multicultural Programs, as well as the official representative for compliance issues for Title IX, and constructs methods to achieve the Division of Diversity & Inclusion’s goals. Supervised by the Vice President and Associate Provost for Diversity & Inclusion the role is critical to the overall achievement of RIT’s mission of achieving best in class in the areas of diversity and inclusion in higher education.


Location Notes:

The Canisius Center for Professional Development is located in Amherst, NY. Directions: Take the 290 expressway, and exit on Millersport Highway going north. At the first light (by the Marriott), make a left onto Flint Road. Make a left turn on to Maple Road. At the next signal, make a left turn on to Corporate Parkway. At the stop sign, turn right. The building is on your left side. The parking lot (no charge) is on your right. Complimentary coffee is available.

Meeting Your OD Objectives Through Effective Facilitation Skills – Organizational Development Network (ODN) of WNY November 2013

Organizational Development Network (ODN) of WNY

November 2013 Meeting Announcement

Meeting Your OD Objectives Through Effective Facilitation Skills

Presenter: Mary Beth Debus

Friday, November 22nd from 8:30 am to 10:30 am (8:30 am to 9:00 am – networking; 9:00 am to 10:30 am – meeting)

Canisius Center for Professional Development 300 Corporate Parkway, Suite 130, Amherst, NY 14226

Meeting Overview:

When we surveyed the members of ODN of WNY a few months ago, our members indicated that learning more about facilitation skills was a primary area of interest. Accordingly, one of our members and an experienced facilitator, Mary Beth Debus, will join us to present on that topic.

Facilitation skills are significant during many OD-related deliverables including training, meetings, discussion groups, and coaching. This interactive presentation will focus on best practices in facilitation.

Together, we will explore:

  • When facilitation is the best choice
  • Small group and large group facilitation practices
  • Breaking up groups and giving directions
  • How to handle questions
  • Balancing your own sharing
  • Developing questions to generate discussion
  • Preparing to facilitate


Mary Beth Debus is a participating member of ODN of WNY. She has worked in the fields of training, facilitation, program development, OD, creative problem solving, and change management for over 25 years in for profit, not for profit, and collaborative programs.

Mary Beth currently has three professional roles:

1) She recently formalized her business, Program Savvy Consulting, and is dedicating more time to it. She is currently working as an OD Consultant for the GetSET Project, and is developing training for a local not for profit.

2) Now in a part time role, Mary Beth is in her 9th year with EPIC – Every Person Influences Children. As the Senior Vice President of Programs and Capacity Building, a major component of her role is developing and providing training on facilitation skills for individuals who deliver EPIC’s programs.

3) For over a decade, Mary Beth has been teaching Business and Professional Communication at the University at Buffalo.

Mary Beth’s website is under development. In the meantime, you can connect with her and learn more of her background on LinkedIn:


Location Notes:

The Canisius Center for Professional Development is located in Amherst, NY. Directions: Take the 290 expressway, and exit on Millersport Highway going north. At the first light (by the Marriott), make a left onto Flint Road. Make a left turn on to Maple Road. At the next signal, make a left turn on to Corporate Parkway. At the stop sign, turn right. The building is on your left side. The parking lot (no charge) is on your right. Complimentary coffee is available.

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Emotional Intelligence a Deciding Factor in Organizational Success

Posted in Diversity Facilitation, Organizational Development by Michael Cardus on January 21, 2013

Designing leadership development and team building for engineers, scientists and MBA’s. 

Often it’s easier for them to see value in the quantitative measures of productivity.

It is less easy to value the “soft skills” of communication, building trust, seeking feedback, getting to know their peers, blending conversations about business trends with career aspirations, family and the skill of connecting with others.

The article ‘China’s Secret Weapon’ demonstrates that their competition knows the value of and consistently uses these skills.

“…Our unexpected findings illustrate the secret ingredients of China’s economic success, and a serious threat to America’s ability to compete in the global marketplace: discipline.

American executives averaged 15 points lower than the Chinese in self-management and relationship management—the two EQ skills that have the strongest ties to job performance because they indicate an executive’s ability to use emotions to his/her benefit in managing time, making good decisions, and relating to people.”

Most leaders already know a fair amount about the quality tools that W. Edwards Deming taught to the Japanese. They do not know that the Japanese also use the soft skills more effectively than European and American leaders. Our diversity initiatives have made an impact on helping leaders be more tolerant of those who are different. This article helps get us to the next level of valuing the competitive advantage that these skills bring to the bottom line.

Sometimes I send the article out to participants as pre-reading before our meeting or workshop.

Often citing key findings from the research during our workshop.

Most often I wait a few weeks and send the article out as follow-up reading to encourage a re-commitment to what we learned and agreed was important. I have found this third method best to reinforce long term behavior change in leaders.

Brian R. Pettit is the founder and Principal Facilitator of 3P Associates

The OD/HR Relationship: How Collaboration Can Strengthen Both!

Posted in Diversity Facilitation, Facilitation, ODN of WNY Members, Organizational Development, Programs by Michael Cardus on November 10, 2011

ODN of Western New York

November Meeting Announcement

“The OD/HR Relationship: How Collaboration Can Strengthen Both!”

Barbara B. Bunker, Ph.D

Friday November 18, 2011

8:30 am to 11:30 am (8:30 am to 9:00 am – networking; 9:00 am to 11:30 am – meeting)

New Era Cap, 160 Delaware Avenue, Buffalo, NY 14202

Parking is available in the New Era visitor’s lot, on the street, or in various lots/ramps located within a block of New Era. Refreshments are available for purchase in the New Era cafeteria by requesting a visitor’s pass from the lobby receptionist.

Meeting Overview

Barbara Bunker will report on the “Conference within a Conference (CwiC)”, an HR/OD-focused experience within the Baltimore ODN Conference 2011 that she and Dick Axelrod created. The CwiC sessions focused on how major companies like Disney strengthen HR/OD collaboration, build OD competency and structure the HR/OD relationship. Here’s an overview of the sessions that Barbara will report on:

Session I

Chris Trout, Vice President of Human Resources, Walt Disney Imagineering, spoke about the emerging collaboration of HR and OD at Disney designed to extend the capacity of both functions.

Session 2

Dick Axelrod and Barbara Bunker presented their rationale for providing HR Business Partners with specific, core OD concepts using examples from companies such as Disney and Novartis. They proposed a model of the theory and skills needed in three areas: 1) identifying the “basics,” including core consulting skills; 2) supporting groups and teams – and meetings; and 3) using systems-level interventions, including change management and employee engagement.


David Jamieson and Judy Vogel discussed three issues that influence the development of the optimal organizational structure required for a successful, collaborative relationship between OD and HR. These three issues surfaced during his work as the editor of a special issue of the OD Practitioner on OD and HR in October, 2010. The issues include: 1) creating a design or model for HR, including the positioning of HR Business Partners; 2) establishing Business Partner roles, expectations, and priorities, and creating and positioning alignment and relationship with clients; and 3) creating roles, structures, and processes for OD, HR Business Partners, and clients that promote both collaboration and needed separation.

Discussion about the relationship between OD and HR in organizations will follow.

Presenter Bio


Barbara Benedict Bunker (Ph.D. Columbia University) is an organizational social psychologist and Professor of Psychology Emeritus at the University at Buffalo (SUNY). Her research and writing interests are diverse but focus in the area of organizational change and organizational effectiveness. She is a licensed Psychologist in New York.

Her activities in the area of planned organizational change span more than 35 years. She participated in some of the first Organization Development (OD) projects with Ron Lippitt, Matt Miles and Goodwin Watson. As an active member of NTL (National Training Laboratories) Institute when it re-organized in the mid-1970s, she was a Director for 7 years and Chairperson of the Board for 3 years. She has been a partner in the Portsmouth Consulting Group since 1981.

As an organizational consultant, Barbara Bunker has assisted clients with individuals, teams, departments, and the whole organization. She has worked as a coach and consultant to individuals in areas of performance appraisal, career development and leadership skills. At the team or department level, she consults about long range vision and strategy, work analysis, organizational design, blocks to effective functioning. At the organization level, she has worked on interdepartmental issues, managing diversity and organizational culture change. At the community level, she has worked with churches and community church coordinating groups, mental health associations, the Red Cross and other agencies to plan their futures and increase their effectiveness. She has worked with major business, governmental, voluntary, educational, and professional organizations. Her clients have included Corning, Inc., The Bush Foundation Educators Program, Eastman Kodak, Cummins Engine, Lubrizol, ITT, IRS, NASA, British Air, The King’s Fund, Irwin Financial, Kaleida Health, The Erie County Mental Health Association, the Universities of Cincinnati and British Columbia, Canisius College, Columbia, Stanford, and Zayed (United Arab Emirates) Universities. Most recently, she has had contracts with Novartis, Walt Disney, Bristol-Myers Squibb, and the Mandel Leadership Institute in Jerusalem.

Barbara Bunker with her colleague Billie Alban has become nationally and internationally known for her work systematizing a number of new methods of organization and community change that work at the systems level. These Large Group Methods bring together stakeholders in a common enterprise to discuss, debate and search for common ground on which to move forward. She has written about them, used them in her own practice, and written two books and edited two journals about the exciting work that is being done in this area of practice.

Barbara Bunker is faculty for the executive development program, Principles and Practices of Organization Development (PPOD) at Columbia University. She has been an invited keynote speaker at numerous national conferences. She has presented invited seminars (with Billie Alban) on Large Group Interventions in England, Canada, Netherlands, Sweden, Singapore, New Zealand, and Korea.

In 1984 and again in 1990 she was selected as a Fulbright Lecturer to Japan. She taught at Keio University and at Kobe University in the School of Business Administration. In 1998, she was exchange professor at Konan University in Kobe, Japan and at Hangzhou University in China. During these exchanges, she has had the opportunity to study Asian organizations. She has also published a study of Senior Japanese women executives with data collected in the 1980s and in the 1990s in Japan.

Her books include Conflict, Cooperation, and Justice (1995) with Jeffery Rubin, and Large Group Interventions: Engaging the whole system for rapid change (1997) and The Handbook of Large Group Methods: Creating systemic change in organizations and communities. (June 2006) with Billie Alban.