Annual Mentor Kickoff - Spring 2019

Top 3 reasons to become a mentor The MNODN Mentor Program is accepting applications starting in Spring 2019 for the 2019-20 session. Questions? Email

Click here for more information.

1. Learn something. Mentoring isn't just about passing along information. Previous participants in the MNODN mentoring program value the reciprocal nature of mentoring, noting that they learn a lot from their mentees.

2. Pass it on. The knowledge that you have about the OD field is invaluable. Whether it is a broad understanding of OD, how to be an external consultant, navigating an organization, or even how to get your foot in the door, your experience can help someone beginning or transitioning in the OD field.

3. Give back. Think through your time in the OD field. Has there been a person (or persons) in your life that made an impact in your career? This is your chance to give back and be that person for someone else.

OD Community Opportunities - Fall 2017

OD Practitioner Open Call for ArticlesOctober 20 is the deadline for the Spring publication of Practicing OD, which publishes in the OD Network’s OD Practitioner. Contact Deb at for more information.

Polarized to Synergized: Leveraging Polarity for Leaders, Organizations and Nations Featuring Speaker: Barry Johnson, Ph.D. Thursday, September 21, 2017 8:00 a.m. - 4:00 p.m. $195 per person - includes advanced chapters of Barry's new book and an individual and organization assessment. The event will take place on the St. Thomas Minneapolis Campus.

Click here to learn more.

MNODN Programming - Fall 2017

Embracing Our OD Roots
September 14, 5:30 p.m. - 8:00 p.m. We have special guests kicking off our MNODN Fall programming.  MNODN founder, Roland Sullivan will interview OD experts, John Johnson and David Noer.  They will discuss the history of OD, current business trends and how we can use our OD roots to address the constantly changing business environment.

Making OD Happen from the Outside
October 5, 5:30 p.m. - 8:00 p.m.
Bob Hartl from Pearson Hartl Consulting & Associate Professor and Program Director of the MBA in Leadership & Change at The College of St. Scholastica will talk about Making OD Happen from the outside. He will discuss what external OD consultants are seeing on the ground with their clients and how current business needs are being addressed.

CLICK HERE for more details and to register today!

Whole-Systems Approach Proves Fruitful

Sitting down and peeling an orange, one realizes that fruit grows from the inside out. A juicy orange, a golden, tart apple and a healthy organization all have this one feature in common. They grow from the inside out.

Orange sliced

On Thursday, May 8th, an expert panel of four OD women answered questions and gave motivating and encouraging insight on the current and future trends in Organizational Development and Organizational Change. In a nut shell, the discussion can be summarized in this way: The whole-system approach to organizational development and organizational change is the wave of the future. This approach is defining the healthy growth and development of companies.

May 8th’s panel included Dawne Carlson, Sr. Director of Organizational Effectiveness for Target; Lori Wall, Business HR Leader of Cargill; Tracy Platt, Sr. Director of Human Resources at Medtronic and Anne Gotte, Director of Talent and Organizational Effectiveness at General Mills.

Looking only at the titles of these four women, the casual observer learns that OD is much more than a single approach, a single model or a single formula that works for all organizations large and small.

Perhaps it’s best to summarize the whole-systems approach by highlighting the key points given by each panelist:

Tracy Platt of Medtronic suggested that Organizational Change is on-going and evolutionary. Medtronic is famous for the pace maker, but that is no longer the largest part of the company’s business. She added that no one change model is effective for all situations and for all time. As the products change the organization needs to change. Platt’s overall message was that change with a purpose is not only inevitable, but it’s necessary to maintain a healthy and vital organization.

Lori Wall says one of her main goals at Cargill is to transform individuals to help them fit the business strategy. Building formal and informal leaders is important in an organization that is undergoing change and development. While it’s impossible for one person to change each individual within an organization, it is Wall’s goal to help create a healthy culture and environment that sustain the growth and maturation of individual leaders.

The role of OD leaders was defined by Anne Gotte of General Mills. She said in her role that she is and she isn’t part of the HR Department. Perhaps the best way to define Anne’s role is that of the central nervous system. She receives the pulse of the whole organization and uses that feedback to give the organization direction. Anne might say that she’s not one entity, but part of the greater whole. Her goal is to help individuals and teams collaborate to achieve a greater good.

Dawne Carlson reminded the audience the important of practical and working solutions. Models and theories give us a foundation and structure. Organizations are made up of individuals with unique backgrounds, not methods of operation that fit molds or models. Finding effective change models is a balance between art and science. The science provides the background and basis. The art comes from experience and practical application.

In the end, organizational change and development start with the people in the organization. Change of the people, by the people and for the people will be change that is sustainable and meaningful. Healthy change, like a healthy and delicious orange, grows and develops form the inside out.

Image courtesy of graur codrin /

Recap of the MNODN May 8th "Leadership Panel Facing the Opportunities & Challenges as an OD Practitioner" by Steven Shore, MNODN Programming Volunteer

May 8: Leadership Panel: Facing the Opportunities & Challenges as an OD Practitioner

Don't miss this opportunity - register now!


Please join the conversation with local leaders and experts in the field of Human Resources, Organizational Development, and Organization Effectiveness who will share learnings from work going on inside their companies, their point of view on what businesses are expecting from internal and external organization development practitioners, and discuss opportunities for OD to focus and drive value. OD practitioners are often in the thick of formidable challenges within their organizations.  It takes incredible talent, empathy, and courage to spend day after day in the trenches.  In the past, organizational work was not always considered in relation to strategic business decisions.  That is changing, and OD Leaders are driving those changes.

We are bringing together a panel of trusted HR experts to discuss the complex challenges and tougher questions facing organizations today.  Panelists will include:

  • Dawne Carlson, Sr Director Organization Effectiveness, Target

  • Lori Wall, Business HR Leaders, Cargill

  • Tracy Platt, Senior Director of Human Resources, Medtronic

  • Anne Gotte, Director Talent and Organization Effectiveness, General Mills

About our Presenters:

Dawne CarlsonDawne Carlson is Senior Director, Organizational Effectiveness for Target, responsible for the Enterprise Organizational Effectiveness teams including Human Resources OE, Target Technology Services OE, Canada OE, OE Operations, Process Improvement and 6Sigma Operations. Dawne has been with Target for 27 years, and served in roles in Stores HR and Merchandising.  She joined the OE senior leadership team in 2007 as the Director of Field OE and moved to her role leading Enterprise OE in 2012.

Lori WallLori Wall is the Business Human Resources Leader for the Corn Milling business unit.  She is accountable for leading the HR function within Corn Milling and executing the HR Business Plan, including translating business strategies to HR strategies.  Primary responsibilities include providing talent management strategy, workforce planning, employee and labor relations, compensation, building and deploying change leadership expertise to enable business level transformation, coaching and development, organizational design and effectiveness and building/sustaining culture that facilitates achievement of strategic business objectives.    Lori joined Cargill in 2011 as Corn Milling’s Change, Communication and Education Lead for the Tartan deployment and later became the Change and Communication Leader within the business unit.  Prior to joining Cargill she had over 20 years of Business and Human Resources experience including the position of Vice President of Human Resources at Taylor Corporation and previously held the position of Director of Shared Services.  Before joining Taylor Corporation she held positions at Chubb Insurance Group in the underwriting practice.  Lori has her MBA degree in Economics and Leadership from the University of St. Thomas in Minneapolis, Minnesota.

Tracy Lynn PlattTracy Lynn Platt, Senior Director of Human Resources-CVG Strategic Initiatives.  Tracy has been with Medtronic since 2009 and has served in numerous global roles across the organization with primary focus in organizational development/effectiveness, change management, organizational design, executive development and HR strategic business partnering.  Current primary focus areas include leadership in large scale change & strategy execution programs, to include M&A Integration, Business Turnarounds and Business Model startup’s within Medtronic’s Cardiac and Vascular Division. Tracy also serves as an advisor to Medtronic’s Organization Development network and local external Applied Psychologists at Work associations.  Prior to this, Tracy initiated and led the Change Management Center of Excellence for Medtronic.  Additionally, Tracy served as the program leader for Medtronic’s Executive Development flagship Global Leader program focused on Russia.  Tracy has over 15 years of experience in a range of organizational / change leadership roles within Medtronic and within other Fortune 100 companies, to include GE Healthcare, Cardinal Health and additionally in the retail industry with Lands’ End.   Tracy lives with her husband and two daughters (ages 10 & 13) in Minneapolis, MN USA. General interests include traveling, reading and spending time with family & friends.

Anne GotteAnne Gotte is a Director of Talent and Organization Effectiveness at General Mills.  In her twelve years with the company, Anne has partnered with organizations across multiple businesses and functions, providing HR business partner and talent management leadership to clients across the enterprise.  Her experiences have included organizational design and change management, the creation of leadership and early career development curriculums, succession planning, performance management system enhancements and functional career path development.  In her current role, Anne provides global leadership in setting effective strategies and practices regarding the application of assessments for selection and employee development.


Discovering the Immune System by Becoming certified in the Immunity to Change (ITC) process

I am writing about an eye-opening experience I had in January 2014 when Dr. Richard McGuigan and Dr. Nancy Popp from The Institute for Leading Change led a program called “Becoming an Immunity to Change Facilitator.” The workshop was designed to give participants the insights and tools to lead change work as one-on-one coaches or with teams in organizations.

The ITC process is a powerful and effective way to guide clients through making difficult changes. Overcoming one’s Immunity to Change is not only about changing problematic behaviors, it is about understanding and testing one’s own immunity by working with and not against ourselves. It is about understanding our own complexity and the stories we tell ourselves.

Through a series of exercises, experiences, and reflection time, we as participants of the workshop, were able to explore our own Immunity to Change. This experience and learning the process of ITC will help me to lead clients and teams through the process of committing to a goal and surfacing their competing commitments in order to reveal the Immunity to Change. The Immune System reveals itself and the discussion for opportunities to test it continues.

I highly recommend the program and becoming an ITC facilitator! The process is based on the “Immunity to Change” book written by Robert Kegan and Lisa Lahey. The book is a great resource and starting point!

Tami France, PHR
Marketing & Communications


State of the Union of Change Mgt with Geek Sheik Dan Olson

Engaging speaker, practical approach, excellent insights, useful metaphors, trends, & current processes

Dan “The Disruptor” Olson of STAR Collaborative came to the MNODN on January 9th to facilitate a program on Change Management: State of the Union. I was unsure what to expect, and Dan presented information on his background to help provide context for his “Getting Stuff Done” perspective. Not only did we learn about his own path which is currently the successful startup STAR Collaborative (The Costco version of for talent) we also learned about the local change management group.  This was an evolution from a gathering of friends providing a somewhat quarterly Change Summit into the birth of a new change association - The Minnesota Change Management Network (MMCMN). I personally also re-learned new terms such as “Network Weaver” with an application to building Communities of Practice to better implement change.  

Dan let us know of his penchant for pop culture, and how he sees change management as a street level approach to change. The metaphor used was that Batman was more appropriate to enable “Change Fu” with his innovative down-in-the-trenches approach than Superman who has greater super powers (requiring less collaboration?).

Dan shared a few trends which many of us found interesting, and/or confirmatory:

  • Those hiring Free Agent Change Managers want to see certifications i.e., Prosci
  • Hiring entities are more interested in results and outcomes than Organizational Theory
  • Those being hired are asked for specific full cycle implementation examples and tools
  • Leaders may deny it, but they often want secret coaching on change
  • Dan provided benchmarking fee information on going hourly rates for Change Agents.

Another suggestion from Dan was for change Managers to use Heat Maps as one of their tools when presenting information to others (Wiki: A heat map is a graphical representation of data where the individual values contained in a matrix are represented as colors). Using Heat Maps to illustrate locations of stress and strain in an organization can be easier to communicate/ navigate than tables, charts, or graphs.

There was great group discussion including the relationship between Change Management and Organization Development. Other questions and discussion centered on issues such as:

  1. Will new findings and developments in neuroscience disrupt Change Management?
  2. How can software development’s Agile Methodology be woven into Change Management?
  3. Is gamification creeping into Change Management? If so is it accelerating impactful change?

So before you wonder if “The Disruptor” came from Tatooine or the Gotham City, Dan left us with some great key take away quotes such as “Project Management is getting things done, while Change Management is making change stick”. During the session we were also provided information on the upcoming Association of Change Management Professionals standards which are open for comment and review.  Finally, Dan also invited us to view/provide feedback on STAR Collaborative’s  values manifesto.

Paul Thoresen, M.A.
Programming Co-Chair

National Leadership Academy for the Public's Health - applications due November 26, 2013

The National Leadership Academy for the Public’s Health (NLAPH) began in 2011 to provide training to four-person multi-sector teams from across the country to advance their leadership skills and achieve health equity in their community. Funded by the Centers for Disease Control and Prevention, the one-year program uses an experiential learning process that includes webinars, a multi-day retreat, coaching support, peer networking, and an applied population health project. NLAPH is currently training its second cohort of fellows. 

 Highlights include:

  • The NLAPH program runs for 1 year and requires a commitment of 100 hours during the year, including a 3 day retreat in Atlanta from 3/9-12
  • The NLAPH program is available for teams of 4, with one member from the public health department
  • It’s FREE – Selected teams receive cost of round-trip transportation and lodging at the national retreat, access to program materials and webinars and become a part of the Leadership Learning Network after completion of the program.    

Email applications to: no later than November 26, 2013 at 5pm PST.

Click here to learn more.

Organizational Development Network Conference Recap from MNODN Chair

Dear members -

I’m back from California and am already putting next year’s Organizational Development Network (ODN) Conference* on my calendar.

This year’s conference theme was innovation. With 4 tracks and 50 concurrent sessions, the good news was there was something for everyone. The bad news was how difficult it was to choose which sessions to attend.

There were three terrific keynotes:

  • Robert Kegan’s overview on the DDO – Deliberately Developmental Organization
  • Verna Myers on Inclusion and Diversity
  • Susan Foley on Intrapreneurship

I was able to download the majority of handouts and materials before the conference and skimmed them in flight from MN to CA. While thorough, the handouts don’t do justice to the richness of content presented and the connections made. With plenty of time between sessions, attendees had the opportunity to continue conversations sparked by a session and network with peers. A mentor/mentee program initiated the first day gave us an opportunity to meet several current students or practitioners in transition throughout the conference. I made a lot of connections that I’m looking forward to maintaining for years.

Important connections for MNODN were made via the regional caucus meeting. ODN has built sharing tools open to local OD related organizations and support them with special pricing for Board chairs. The ODN will be maintaining a programming repository to share programming ideas, materials and speakers and Regional Leaders’ KnowledgeBase to share regional management practices. While ODN does not have “chapters” these tools enable the sharing of OD knowledge across the globe.  

I attended presentations on the topic of Collective Consciousness, person-to-person, Conflict management, Dialogics Leadership, Practice Transformation, Performance “planning” and client contracting. Along with great content and networking, there were new tools to see in practice.  While I was familiar with Prezi, I’ll be checking out Sketchbook and Polleverywhere. If you’re interested in any of these topics, I’d be happy to share what I learned.

Look forward to seeing you at future programs and learning, growing and developing with you!

Warm regards,

Julie Moore Rapacki
MNODN Board Chair

*50th anniversary of the Organizational Development Network Conference is the weekend of October 25, 2014 in Philadelphia, PA.  If you’re a long-term planner, the 2015 conference will be part of the World OD Summit in Portland, OR.

MNODN Programs - 1st Thursday of the Month

MN Organization Development Network Regular Programming
First Thursday of the month
September through May each year
5:30-6:00 pm networking
6:00-7:30 pm program
St. Thomas University (rooms may very)

Note:  1/2 day and full day events are scheduled based on speaker availability and vary within the programming year.

Programming details are generally posted 6-8 weeks in advance.  Information can be found at MNODN Events.

2014 Bush Fellowships - Application deadline 10/14/13


The Bush Fellowship was founded nearly 50 years ago by founder (and 3M executive) Archibald Bush. The 1964 Bush Foundation annual report shares that the program was designed to seek out and develop broad-gauge candidates who could be effective leaders. It sought candidates “of force, inquiring minds, integrity and vision to be groomed for leadership in government, industry and professions, or with unions.”

What does a Bush Fellowship provide?

  • Financial support between $50,000 and $100,000 over two years (which may be used to attain formal education (including graduate degrees) and/or to implement a self-designed leadership development proposal)
  • Lifelong access to the Bush Fellows alumni network of 2,200+ individuals
  • Participation in an annual Fellows retreat and optional learning opportunities with other Fellows

Note: successful finalists are not required to take a leave of absence from their employer

Click here, to learn more about the 2014 Bush Fellowship program.

Who should apply or be nominated?

  • Individuals with passion, optimism and ambition to develop their leadership and vision for contributing to the common good within Bush Foundation region
  • Have a distinguished track record of leadership accomplishment
  • Have demonstrated resiliency, creativity, curiosity, integrity, and civic-mindedness
  • Leaders from all sectors

Click here, to review eligibility and selection criteria

You can nominate a 2014 Bush Fellow(s) here:

Who has received a Bush Fellowship? (sample of alumni):

“Famous” Dave Anderson ‘ 85
Founder, Famous Dave’s of America

Margaret Anderson Kelliher ‘03
President, MN High Tech Association (MHTA)

Terri Barreiro ‘79
Director, McNeeley Center for Entrepreneurship serving St. John’s University and College of Saint Benedict

Arne H. Carlson ’71
Former Governor, State of Minnesota

Mark Dienhart ‘89
President/CEO, Schulze Family Foundation

Esperanza Guerrero-Anderson ‘88
Founder and President, Guerrero-Anderson, Inc.

Dr. Jon Hallberg, M.D. ‘06
Medical Commentator, Minnesota Public Radio

Peter Heegaard ‘77
Founder, Lowry Hill and Founder, Urban Adventures

Kevin Kling ’88 and ‘03
Author, playwright, storyteller and commentator with National Public Radio

Richard J. Leider ‘73
Founder and Chairman, The Inventure Group

Mark Mishek ‘85
President and CEO, Hazelden Foundation

Joe Selvaggio ‘80
Founder, The 1% Club & MicroGrants

Kari Niedfeldt-Thomas ‘07
Foundation Manager, The Mosaic Co.

Sandy Vargas ‘95
President and CEO, The Minneapolis Foundation

Stephen B. Wellington, Jr. ‘83
President, Wellington Management

Tene Wells ‘12
Principal, Tene Wells Consulting and Former President, WomenVenture

Recruiting and Selection Timeline:

Applications open                                           September 5, 2013
Applications close                                           12:00 PM CDT, October 14, 2013
Initial review                                                     October 16 – November 15, 2013
Applicants notified; finalists selected     December 16,  2013
Final selection committee interviews     February 6 – 15, 2014
All finalists notified by                                 February 21
Announce 2014 Bush Fellows                     March  2014

News Release: Hogan Assessments Executive to Explore Business Impact of Personality Assessments at MNODN Event

SOURCE: Hogan Assessment Systems

Hogan Assessment Systems

September 04, 2013 15:41 ET

Hogan Assessments Executive to Explore Business Impact of Personality Assessments at MNODN Event

Scott Gregory, Hogan's General Manager of the Twin Cities Region, to Share Thought Leadership With Area's Organization Development Professionals

MINNEAPOLIS, MN--(Marketwired - Sep 4, 2013) - Hogan Assessment Systems, Inc., a global leader in personality assessment, research and leadership development, today announced that Scott Gregory, the company's general manager for the Twin Cities region, will lead a session titled "Personality Assessment and Applications" on Thursday, September 12, 2013. The event, hosted by the Minnesota Organization Development Network (MNODN), will take place at the University of St. Thomas in Minneapolis at 5:30 p.m.

The MNODN is a professional community committed to excellence in learning, growth and innovation in the field of organization development. To meet this goal, the organization hosts programs, workshops and special events throughout the year. MNODN will kick off its 2013-2014 series of events with Gregory's session on personality assessments.

During this session, Gregory will highlight how personality can be conceptualized as one's reputation and how defining personality in this way makes it applicable to the workplace at the individual, team and organization-wide levels. In addition, Gregory will explore the bright side and dark side of personality developed from this modern perspective and share insight in a variety of business and leadership applications.

"MNODN put together a great series of sessions designed to give its members and the greater community a forum for connecting with their peers and learning the best practices and strategies that enhance the OD field," said Gregory. "It is a great honor to share my thoughts on the current state of personality assessments with my fellow organizational development professionals in the Twin Cities."

"Scott is a world-class expert when it comes to the role of personality and work values in individual, team and organizational success," said Gordon Curphy, Ph.D., renowned leadership authority and author of The Rocket Model. "I highly encourage people to attend his session."

The "Personality Assessment and Applications" session will take place on Thursday, September 12, 2013 at 5:30 p.m. Additional information, including registration details, can be found at:

About Hogan Assessment Systems
With more than 25 years of experience, Hogan is the global leader in providing comprehensive, research-based personality assessment and consulting. Grounded in decades of science, Hogan helps businesses dramatically reduce turnover and increase productivity by hiring the right people, developing key talent and evaluating leadership potential.

2013-14 MNODN Welcome

MNODN has been in existence for more than a quarter of a century, and we have always focused on one thing - helping those who help organizations grow, develop, and change, in developing their own capabilities. We’re excited to enter the 2013-2014 membership year with you!

I’m pleased to announce several recent developments:

New Board Members:

The following candidates were interviewed, offered, and accepted their new roles on the Board over the past few months. Please join me in thanking them for their commitment to serve our community:

  • Stan Owaster, Communications/Marketing Board Member
  • Tami France, Communications/Marketing Board Member
  • Paul Thoresen, Programming Board Member
  • Karalyn Smith, Programming Board Member


2013-2014 Programming Kick-off:

The first program of the year will be on Thursday, September 12. Our speaker will be Scott Gregory, Ph.D. and he will speak on the general topic of personality.                                                                                                  

Additional opportunities to serve - current board openings:

  • Membership committee (2)
  • Chair-elect position
  • Co-treasurer position

We also appreciate your participation in committee and volunteer opportunities, recommending speakers, events and opportunities of interest to our members, contributing to our online community, forming or supporting a Community of Practice in your area of interest, reaching out to other members to share expertise, insights and collaborate, sharing your accomplishments and work (published book, written article, new survey instrument developed, & amazing client story, etc.), supporting students and new practitioners in OD and encouraging others to join and increase the richness of our network.

Thank you for your support of MNODN. We’re excited to be growing, developing and changing with you!

Julie Moore Rapacki, Board Chair                                                                             

MNODN board vacancy: Co-Treasurer

The MN Organization Development Network (MNODN) board is made up of volunteer members who jointly oversee the activities of the organization.  MNODN is governed by a set of organizational bylaws and board’s activities are guided by a strategic plan which members of the organization as a whole provide input and ideas.  The board strives to meet the professional needs of its members who participate in the learning and sharing of organizational development theories and practice.

The following board position is vacant.  If you are interested, please submit your letter of interest to


MNODN Wins National Award

Outstanding Regional OD Network Award Winner MNODN will be recognized at the national OD Conference in Baltimore in October as the Outstanding Regional OD Network! This award was based on creativity in programing, membership involvement and helping to grow the field. Below are the qualifications we presented to the OD Network for the award:

How We Respond to Our Member's Needs

During the past year, MNODN has provided 10 monthly meetings and workshops on a variety of topics including: Taking OD Seriously with David Jamieson, Creating and Engaged Organizations with Dick and Emily Axelrod, Transformational Leadership with Linda Ackerman Anderson, Visual Meetings with David Sibbitt, and some of the local presentations were Social Health Care Reform in England, Leveraging Brain Research, and Building Grass Roots Support for Change.

In addition, MNODN went through a transformational structural change going from a 6 person leadership Board to a 6 person Executive Committee and a 17 person Board of Directors. With the new structure, additional emphasis is on a strategic direction of Engage, Connect and Learn. The new Learning Director is responsible for three new Communities of Practice: Internals Only, Career Development and the Students CoP, a newly formed Program Committee with the charge of providing provocative monthly programs that connect theory with practice, and a connection with the 2011 Regional ASTD Conference to include an OD tract. The newly formed Marketing and Communications Director is responsible for creating a revolutionary social engagement approach using the web, LinkedIn and Facebook to replace our newsletter format. In addition, a peer-review journal will be launched in the fall to address the needs of local students to publish the work they are doing to advance the theory and practice of OD. Partnerships are being strengthened with ASTD, MN Coaches Association, MN Facilitators Association, SHRM and are being tightly coupled with a new media campaign designed to feature MNODN in a prominent way. The new Membership Services Director is creating mixers with a theme such as poster sessions featuring our members. A new position of Student Mentoring and Internship has been created to connect students into MNODN and assist them with their requirements for meaningful internships. Each of the new Board members brings a diverse background. See: for a full description of the new board structure.

The strategic direction of MNODN is to secure highly loyal students who will continue their membership and engagement long after they have finished their program. To ensure their increased involvement and attendance at meetings, the programs will shift from afternoon to breakfast meetings.

How We Add Value to a Region

The MNODN has always been a recognized organization for connecting the many senior practitioners with learners in a city of many corporate headquarters. Since hosting the 2005 National ODN conference, the continued engagement of members has continued to grow. Organizational leadership has grown to respect MNODN as a source of excellent programs up to 120 attending many of the monthly meetings. With the recognition that students (undergrad, Masters and Doctoral levels) are the future of MNODN, a strong focus is being created on how to involve students, provide them with meaningful services and rich content, including communicating valuable information in sound-bite social media formats.

An additional strategic direction is the involvement of members who are not able to attend the monthly meetings. With that in mind, our monthly meetings will be down-loadable as pod-casts for a small fee. Interviews with senior practitioners will be available for free as a service to members.

How Our Model Sustains and Grows a Regional Membership Network

As each Board member was recruited, they were asked to bring three things: 1) the energy they were to provide was one of “pay it forward” meaning that all of their efforts were to be considered a contribution to the field, not self-seeking, knowing that in the future another practitioner/member would be also paying it forward; and 2) take their particular area of responsibility and build a team of “peeps” or people they enjoyed working with to carry out their area of responsibilitiesundefinedhave fun while accomplishing something; 3) build the leadership of the people they worked with, constantly looking for the future leadership of the organization. This type of social coupling is seen as important for building a network-type structure that is not dependent on the decisions from the top but building the social capital from all directions.

How We Attract a Diverse Donstituency of Local Practitioners

In the past, MNODN has been seen as a place for external OD consultants to gather. With the new outreach to students and with the creation of Communities of Practice, anyone who has an interest in convening around a topic or a need can do so. Each of the CoP’s are self-organizing and sustainable only as long as the need is being fulfilled. The Internals Only CoP continues to grow as it meets early in the morning and has topics internals wish to have explored. The Career Advancement CoP has monthly presentations on using OD tools and theory for self-development. The Students CoP is tasked with the responsibility of reaching out to the many OD, Change, Leadership and HRD programs in the Twin Cities to create a gathering place for students. Each of these efforts are designed to move away from the externals gathering to include those working in non-profits, government and for profit organizations.

Our Exemplary Leadership

As a Board of 17, the strategic direction continues to evolve. We are determined to be “the place” others go to when wanting to know more about change, strategic leadership, and new theory development such as complexity science and energetics. Each of the leaders on the Board brings a diverse background, a unique contribution and all are committed to grow the organization to a membership of over 500 (currently 400), have all programs so compelling there are 100-150 at each meeting and an amazing energy around Engage, Connect and Learn.