The ASTD Reference Guide Volume 1 is intended to provide a context for the Workplace Learning and Performance (WLP) field, to expand on the roles and competencies described in ASTD Models for Workplace Learning and Performance, and to provide readers with the resources for enacting those roles and demonstrating those competencies.
The ASTD Reference Guide Volume 1 is intended to provide a context for the Workplace Learning and Performance (WLP) field, to expand on the roles and ...
The ASTD Reference Guide Volume 2 is intended to provide a context for the Workplace Learning and Performance (WLP) field, to expand on the roles and competencies described in ASTD Models for Workplace Learning and Performance, and to provide readers with the resources for enacting those roles and demonstrating those competencies.
The ASTD Reference Guide Volume 2 is intended to provide a context for the Workplace Learning and Performance (WLP) field, to expand on the roles and ...
William J. Rothwell Angela L. M. Stopper Jennifer L. Myers
Although the theory and methods of organization development (OD) assessment and diagnosis have been covered in other books, there is a lack of practitioner-focused guides that introduce real-world case studies and tools rooted in the methodology. This book will fill that gap, providing practical perspective and insight from practitioners and consultants currently practicing OD assessment and diagnosis. Organization Development (OD) differs from management consulting in that OD assessment and diagnosis is not a prescriptive consulting engagement. Instead, OD methods include engaging clients...
Although the theory and methods of organization development (OD) assessment and diagnosis have been covered in other books, there is a lack of prac...
Organizational Development (OD) consultants often face dilemmas when they market their services because there is a gap between clients expectation and OD consultants role. This book is about how to overcome that dilemma by finding effective marketing strategies for a different approach to consulting. This book focuses on the challenges faced by internal and external consultants in marketing and selling their services. By distinguishing between performance consulting and Organization Development (OD) consulting, this book demonstrates why marketing and selling OD consulting services are...
Organizational Development (OD) consultants often face dilemmas when they market their services because there is a gap between clients expectation ...
William J. Rothwell Patrick E. Gerity Vernon L. Carraway
This book has two things going for it that are rarely combined it is fundamentally purposeful and it is useful. As the authors point out, there is a trilogy of needs confronting any business leader with a change agenda and/or transitioning into a new top role: influence, coalition building, and performance consulting. Of the three, performance consulting has received the least amount of attention in both the public and private-sector businesses. Because the focus on performance consulting rests primarily on the worker and the workplace environment, the authors contend that we must have a...
This book has two things going for it that are rarely combined it is fundamentally purposeful and it is useful. As the authors point out, there is a t...
William J. Rothwell Patrick E. Gerity Vernon L. Carraway
This book has two things going for it that are rarely combined it is fundamentally purposeful and it is useful. As the authors point out, there is a trilogy of needs confronting any business leader with a change agenda and/or transitioning into a new top role: influence, coalition building, and performance consulting. Of the three, performance consulting has received the least amount of attention in both the public and private-sector businesses. Because the focus on performance consulting rests primarily on the worker and the workplace environment, the authors contend that we must have a...
This book has two things going for it that are rarely combined it is fundamentally purposeful and it is useful. As the authors point out, there is a t...
Evaluating organization development (OD) and change is a critical for any executive team, project manager, or consultant who wants to see the change effort sustain and successfully evolve. Many practitioners have started change efforts, and have experienced initial improvements, but ulitmately there is no measurable contribution to the balanced scorecard or the bottom line. Evaluation can be the key to enacting real change that makes sense to the team, your customers, and your stakeholders while seeing your strategic plan make crucial differences. The process of evaluation is often missing...
Evaluating organization development (OD) and change is a critical for any executive team, project manager, or consultant who wants to see the chang...
