Twenty students from the Okinawa Prefecture in Japan concluded a three-week cultural and creative writing exchange program this week at the University of Houston-Downtown (UHD). The students each summarized their cultural experiences in an essay, which they read aloud in English on videotape as a souvenir of their global studies. In the future, Nakamoto hopes to expand the program to include students in medical, nursing and other scientific fields. UHD, founded in 1974, is one of four distinct universities in the University of Houston System, and is the second largest university in Houston and the 15th largest four-year, public university in Texas. Establishing a Strategic Identity for HR by Leading Enterprise Engagement Presented by Mike Cook, CEO, Founding Partner and Senior Consultant, Vitalwork, Inc.
In the global HR transformation space, winning organizations follow a multi-pronged strategy focused on maximizing the effectiveness of their HR organization. When the HR specialist and HR generalist roles become more strategic in their focus, the transactional aspects of HR can be consolidated within the HR Operations function. Pete Sanborn is a global leader in Hewitt's global Talent and Organizational Consulting practice with responsibility for Hewitt's global HR Effectiveness practice.
Webcast presented by Dave Ulrich Tuesday, January 5, 2010 As the business context evolve, talent and organization issues are becoming more important to line managers and expectations for the HR profession are increasing dramatically. Advancing technologies require individuals and organizations to develop the capacity to change. All these external shifts have moved HR issues toward the top of senior management agendas. HR transformation means that investments in HR can create value not only for employees, but also for customers, investors and communities. Why: The presenter will identify business contexts — including globalization, customers, financial markets, demographics, and social conditions — that demand more of HR professionals. Webcast participants will get a clear HR transformation roadmap so that HR can deliver value. About the Webcast Leader Dave Ulrich is a professor at the University of Michigan Ross School of Business and a partner at the RBL Group, a consulting firm focused on helping organizations and leaders deliver value. HRPS Webcast -The Death and Reinvention of Management: Implications for HRWhat are HR leaders to make of a rash of recent books suggesting that management as we know it today has failed? About Steve DenningSteve Denning's latest book is The Leader's Guide to Radical Management: Re-inventing the Workplace for the 21st Century (Jossey-Bass, 2010). Coaching with Compassion: Inspiring Sustained, Desired ChangeRichard Boyatzis, Professor in the Departments of Organizational Behavior, Psychology, and Cognitive Science, Case Western Reserve University and Adjunct Professor at ESADEGreat leaders move us to greatness and inspire us to be at our best and move beyond it. Based on decades of research into emotional intelligence competencies and longitudinal studies in their development, Professor Richard Boyatzis will lead the audience through examples of how coaching with compassion is key to leadership development and more resonant relationships. Richard Boyatzis is Distinguished University Professor, as well as Professor in the Departments of Organizational Behavior, Psychology, and Cognitive Science at Case Western Reserve University and Adjunct Professor at ESADE.
In response challenging times, organizations must develop a sustainable capacity for innovation.
Utilize practical approaches and new tools for developing and practicing innovation leadership. David Magellan Horth is a Senior Designer in Research, Innovation and Product Development at the Center for Creative Leadership (CCL®). The demand for global leaders is going to outstrip the supply for a long time to come, and globalization itself, in fact, is a manifestation of complexity. We will further consider what the three most critical elements are, and how organizations develop leaders in this direction mindfully.
The mindset shifts required to be effective in the C-suite Derailing characteristics of senior leaders (the "dark” side of a C-suite leader’s strengths) Transition challenges coming into senior roles The global mindset required of senior executives to lead across borders today Baltzley is an executive director at Duke CE, where he manages large client interventions and designs and delivers interventions that range from small board-level accredited education to large-scale first-line leader virtual education.
Before joining Shell, Baltzley had a wide-ranging career path as a police officer, human factors engineer, psychologist, HR director and managed 10 European offices of a consulting firm specializing in leadership development and talent systems from the firm's Geneva office.
Working in tune with people from other parts of the world is not something that most of us have been prepared and developed for.
In today’s global business environment, corporations need managers, leaders and employees who can influence those from other cultural and institutional backgrounds.
This presentation will cover Global Mindset — what it is, how it has been developed, how it can be measured and in what way it can positively impact your talent pool, and ultimately your organization’s bottom line. Javidan has been designated an Expert Advisor (Global Leadership) by the World Bank and a Senior Research Fellow by the US Army. A proven academic, Javidan took a four-year sabbatical from his university teachings to work with the CEO of TransCanada PipeLines, a multibillion dollar Canadian energy company. The sheer volume of information and speed with which information is applied to gain competitive advantage would boggle the mind of a time traveler from 1978.
Learning and development leaders and professionals will gain insight into the trends and best practices impacting the effectiveness of learning in today's organizations.
Now more than ever you need to ensure that your organization’s investments in training are producing value and business impact. Few organizations report that they have sufficient leadership to support their most pressing business needs.
Presenters discuss the latest advances in executive development as well as best practices and lessons learned from the McKesson initiative.
Diane Boyd, a consulting manager for DDI, manages a team of consultants who design, develop and deploy human resource selection and development strategies for clients around the world, and leads project teams responsible for large-scale client engagements that have significant impact on business performance. Much of what is done under the name of Executive Development is not tied directly to the CEO's strategic agenda or aimed at developing the capabilities needed to address marketplace challenges. Jim Bolt is founder of Bolt Consulting, where he creates custom-designed development experiences that build the capabilities needed to achieve an organization's strategic objectives. Getting the right leaders in the right roles is the # 1 item on most companies' talent agendas. Prior to the workshop: HRPS will share pre-readings for your review (case studies that will be referenced during the workshop).
After the workshop: Receive a full roster of registrants for follow-up networking, as well as an online personalized assessment profile and feedback for self-analysis. Bruce Fisher, PhD, is director of the Leadership Academy and Center for Research and Service at Illinois Institute of Technology (IIT).
Presenter: Susan Dunn, Senior Partner at MercerSusan has a particular interest in understanding what drives successful cross-boundary collaboration between leaders and has conducted extensive research on best practices in managing virtual and lateral teams. Boundary Spanning Leadership: Catalyze Collaboration, Drive Innovation, Transform OrganizationsChris Ernst, Center for Creative Leadership (CCL)Boundaries exist.
Drawing upon his landmark book Boundary Spanning Leadership, written with Donna Chrobot-Mason , Chris will lead the audience in developing new insights and skills to think and act beyond current boundaries to achieve inspiring results. Chris Ernst is a recognized thought leader in developing collaborative, boundary spanning leadership capabilities within individuals, organizations, and broader communities.
Chris has served in multi-year expatriate roles in Asia and Europe, leads cross-functional and multicultural teams, and designs and facilitates leadership interventions in diverse international and industry contexts. In today's tough economy and global business environment, it is becoming increasingly difficult to gain a competitive edge — but it’s not impossible.
It has never been more important to keep energy levels high in your company and ensure that you bring innovative products and services to your customers. Well-known OD consultant and executive coach Howard Guttman has just had his third book published, Coach Yourself to Win: 7 Steps to Breakthrough Performance on the Job and in Your Life (McGraw-Hill, October 2010).
A key aim of the book is to provide self-coaching guidance to those below the C-suite seeking to elevate their performance, especially in a demanding business environment, where HR budgets continue to shrink. In this Webcast, Howard will discuss how HR can encourage and facilitate self-coaching for high-potential employees who aren't in line for company-sponsored executive coaching.
This working state-of-the-art session is an excellent primer for HR leaders who are interested in gaining a better understanding of Web 2.0 tools and learning how to leverage them within their own strategies. Pamela Shockley-Zalabak and Sherywn Morreal, co-authors of the new book Building the High-Trust Organization, discuss their model for building trust in 21st century organizations and businesses. About Pamela Shockley- ZalabakPamela Shockley-Zalabak is lead author of the new book Building the High-Trust Organization. About Sheryn MorrealeSherwyn Morreale co-authored the new book Building the High-Trust Organization.
Radical change is becoming almost a daily expectation for many in the financial services industry these days as we observe the falter and demise of major institutions. About the Webcast Leaders Tom O’Shea is a principal in Agility Consulting & Training LLC, a firm that specializes in helping organizations and leaders become more competitive in our rapidly changing world by creating a dynamic capability to adapt and thrive. Integrating knowledge from strategic management, performance management, and organization design, strategic human resource expert and Harvard Business School Professor Michael Beer outlines what the high-commitment, high-performance organization looks like and provides practitioners with the transformation process to help them get there. Michael Beer is Cahners-Rabb Professor of Business Administration, Emeritus at the Harvard Business School and Chairman of TruePoint (formerly the Center for Organizational Fitness) a research based consultancy he co-founded. Beer's teaching, research, and consulting activities are in the areas of organizational effectiveness, change, and human resource management.
Globalization of business…the movement toward distributed teams…the increasing number of people working from home.
These physical changes in the way a workforce is structured apply to both intra- and inter-organizational communication.
About the Webcast Leader: Stewart Levine improves productivity while saving the enormous cost of conflict using "Agreements for Results” and "Resolutionary” conversational models. He has worked across the organizational spectrum — Fortune 500, small, government and non-profit.
Novelists, playwrights and screenwriters have known for eons that the way to test a character's mettle is to present the protagonist with a crisis.
Jay Jamrog is the Senior VP of Research at i4cp, where he has devoted the past 25 years to identifying and analyzing the major issues and trends affecting the management of people in organizations. For years, leaders have tried to create organizations where complexity and tension are minimized.
Amy Kates is also the co-author, with Jay Galbraith, of Designing Your Organization and Designing Dynamic Organizations. Greg Kesler consults with corporations in organization design, executive talent management, and human resource planning. How to design and manage organizations so that they perform well financially, socially and environmentally.
If the stress of being in a leadership role was a challenge before the economic crisis, how much worse is it for our leaders dealing with a prolonged recession, the threat or reality of being laid off, and low employee morale? This interactive session will explain how leaders may effectively relieve the stress caused by being in a leadership role.
Vidula Bal is a member of the senior faculty at the Center for Creative Leadership where her role spans multiple functions.
Marshall Goldsmith is a world authority in helping successful leaders get even better by achieving positive, lasting change in behavior: for themselves, their people and their teams. Leaders are asking their HR partners a number of tough organization questions, including: Are our people focused on the real growth opportunities in our business?
The NAACP bestows the annual Image Awards for achievement in the arts and entertainment, and the annual Spingarn Medals for outstanding positive achievement of any kind, on deserving black Americans. The NAACP's headquarters is in Baltimore, with additional regional offices in California, New York, Michigan, Colorado, Georgia, Texas and Maryland.[6] Each regional office is responsible for coordinating the efforts of state conferences in the states included in that region. In 1905, a group of thirty-two prominent African-American leaders met to discuss the challenges facing people of color and possible strategies and solutions. This section may need to be rewritten entirely to comply with Wikipedia's quality standards. The Race Riot of 1908 in Abraham Lincoln's hometown of Springfield, Illinois, had highlighted the urgent need for an effective civil rights organization in the U.S. On May 30, 1909, the Niagara Movement conference took place at New York City's Henry Street Settlement House, from which an organization of more than 40 individuals emerged, calling itself the National Negro Committee.
The conference resulted in a more influential and diverse organization, where the leadership was predominantly white and heavily Jewish American.
According to Pbs.org "Over the years Jews have also expressed empathy (capability to share and understand another's emotion and feelings) with the plight of Blacks.
As a member of the Princeton chapter of the NAACP, Albert Einstein corresponded with Du Bois, and in 1946 Einstein called racism "America's worst disease".[21][22] Du Bois continued to play a pivotal role in the organization and served as editor of the association's magazine, The Crisis, which had a circulation of more than 30,000. An African American drinks out of a segregated water cooler designated for "colored" patrons in 1939 at a streetcar terminal in Oklahoma City. In its early years, the NAACP concentrated on using the courts to overturn the Jim Crow statutes that legalized racial segregation. The NAACP began to lead lawsuits targeting disfranchisement and racial segregation early in its history.
In 1916, when the NAACP was just seven years old, chairman Joel Spingarn invited James Weldon Johnson to serve as field secretary. The NAACP devoted much of its energy during the interwar years to fighting the lynching of blacks throughout the United States by working for legislation, lobbying and educating the public. The NAACP also spent more than a decade seeking federal legislation against lynching, but Southern white Democrats voted as a block against it or used the filibuster in the Senate to block passage. In alliance with the American Federation of Labor, the NAACP led the successful fight to prevent the nomination of John Johnston Parker to the Supreme Court, based on his support for denying the vote to blacks and his anti-labor rulings. The organization also brought litigation to challenge the "white primary" system in the South.
The board of directors of the NAACP created the Legal Defense Fund in 1939 specifically for tax purposes. With the rise of private corporate litigators like the NAACP to bear the expense, civil suits became the pattern in modern civil rights litigation.
The NAACP's Baltimore chapter, under president Lillie Mae Carroll Jackson, challenged segregation in Maryland state professional schools by supporting the 1935 Murray v. Locals viewing the bomb-damaged home of Arthur Shores, NAACP attorney, Birmingham, Alabama, on September 5, 1963. The campaign for desegregation culminated in a unanimous 1954 Supreme Court decision in Brown v.
The State of Alabama responded by effectively barring the NAACP from operating within its borders because of its refusal to divulge a list of its members. New organizations such as the Southern Christian Leadership Conference (SCLC) and the Student Nonviolent Coordinating Committee (SNCC) rose up with different approaches to activism. The NAACP continued to use the Supreme Court's decision in Brown to press for desegregation of schools and public facilities throughout the country.
By the mid-1960s, the NAACP had regained some of its preeminence in the Civil Rights Movement by pressing for civil rights legislation. In 1993 the NAACP's Board of Directors narrowly selected Reverend Benjamin Chavis over Reverend Jesse Jackson to fill the position of Executive Director. In 1996 Congressman Kweisi Mfume, a Democratic Congressman from Maryland and former head of the Congressional Black Caucus, was named the organization's president. In the second half of the 1990s, the organization restored its finances, permitting the NAACP National Voter Fund to launch a major get-out-the-vote offensive in the 2000 U.S. During the 2000 Presidential election, Lee Alcorn, president of the Dallas NAACP branch, criticized Al Gore's selection of Senator Joe Lieberman for his Vice-Presidential candidate because Lieberman was Jewish.
Alcorn, who had been suspended three times in the previous five years for misconduct, subsequently resigned from the NAACP and started his own organization called the Coalition for the Advancement of Civil Rights. Alcorn's remarks were also condemned by the Reverend Jesse Jackson, Jewish groups and George W. The Internal Revenue Service informed the NAACP in October 2004 that it was investigating its tax-exempt status based on Julian Bond's speech at its 2004 Convention in which he criticized President George W. As the American LGBT rights movement gained steam after the Stonewall riots of 1969, the NAACP became increasingly affected by the movement to suppress or deny rights to lesbian, gay, bisexual and transgender people. This aspect of the NAACP came into existence in 1936 and now is made of over 600 groups and totaling over 30,000 individuals. In 2003, NAACP President and CEO, Kweisi Mfume, appointed Brandon Neal, the National Youth and College Division Director.[46] Currently, Stefanie L. Since 1978 the NAACP has sponsored the Afro-Academic, Cultural, Technological and Scientific Olympics (ACT-SO) program for high school youth around the United States. When right-wing media maven Andrew Breitbart publicized a maliciously edited video of a speech at a NAACP-sponsored Georgia event by USDA worker Shirley Sherrod, the mainstream press recycled his libel without properly vetting it, and the organization itself piled on without properly checking what had happened.[48] NAACP president and CEO has since apologized. 21.Jump up ^ Fred Jerome, Rodger Taylor (2006), Einstein on Race and Racism, Rutgers University Press, 2006. 22.Jump up ^ Warren Washington (2007), Odyssey in Climate Modeling, Global Warming, and Advising Five Presidents.
30.Jump up ^ AJCongress on Statement by NAACP Chapter Director on Lieberman, American Jewish Congress (AJC), August 9, 2000. 33.Jump up ^ "President Bush addresses the National Association for the Advancement of Colored People's (NAACP) national convention" (video). 37.Jump up ^ "Election Year Activities and the Prohibition on Political Campaign Intervention for Section 501(c)(3) Organizations".
National Association for the Advancement of Colored People, Region 1 Photograph Collection, ca.
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In 1987, Bishop Zubik was appointed Administrative Secretary to then-Pittsburgh Bishop Anthony J. In 1995, he was named Associate General Secretary and Chancellor of the Diocese of Pittsburgh, and on January 1, 1996, became Vicar General and General Secretary—a position in which he served until his appointment to the Diocese of Green Bay. Bishop Zubik was consecrated a bishop on April 6, 1997, at Saint Paul Cathedral and was appointed auxiliary bishop of the Diocese of Pittsburgh.
ACTUALLY DIED AT AGH, WHICH OF COURSE THEY ACCOMPLISHED (even though Canonsburg General Hospital is the rehab's NEXT DOOR NEIGHBOR!).
In addition to visiting traditional Houston landmarks, the high school juniors and seniors studied at the University’s Applied Business and Technology Center and summarized their cultural experiences through essay.


Redefining the HR operating model, leveraging technology, innovative sourcing and reorganizing HR processes and HR roles are keys to success.
But every organization's journey is different as they try to enhance the role of the HR business partners.
Pete consults with multinationals in HR strategy, HR assessment and service delivery design, corporate restructuring, and HR transformation. When CEOs are surveyed, in their top five concerns include issues such as talent, leadership, strategy execution and managing change.
How to build an HR department with centers of expertise, shared services and embedded HR; 2. He studies how organizations build capabilities of leadership, speed, learning, accountability and talent through leveraging human resources. Steve is also the author of the award-winning books, The Secret Language of Leadership (Jossey-Bass, October 2007) and The Leader's Guide to Storytelling (Jossey-Bass, 2005). Although they talk of strategy and competition, the great leaders establish a deep emotional connection with others called resonance. He will describe recent fMRI studies on resonant versus dissonant leadership and coaching to the Positive Emotional Attractor (PEA) versus the Negative Emotional Attractor (NEA), as well as recent doctor-patient studies showing that arousal of the PEA increased treatment adherence for Type II Diabetics. A process for developing sustainable improvement on EI, resonant leadership, and effective leadership, and the central role of compassion in it. Understanding the psycho-physiological role of the Positive Emotional Attractor and the Negative Emotional Attractor in motivating change or encouraging the status quo regression.
Perceiving how coaching with compassion is effective in helping people change in sustainable ways, but coaching for compliance is not. This requires a systemic approach that deals with the cultural, environmental and systematic issues needed to stimulate new ideas and channel those ideas into valuable products, services and processes.
Global mindset is not a quiver full of competencies but a very complex process – the process of influencing extremely diverse people to adopt and help you reach your goals.
Javidan was instrumental in helping the CEO develop new directions and strategies, and facilitate cultural change within the company and its pipeline business.
But these changes are only a glimmer of things to come as generations and cultures collide, more work is done virtually, and complexities in the global economy ripple through our organizations and home towns. With over 20 years of experience in the workplace learning industry as a consultant, designer, and facilitator.
Your organization depends on you to assure that every learning initiative is aligned with company goals, truly improves performance, and helps execute the business strategy. So they must develop their own executives at lightening speed to tackle complex roles as the marketplace — and business strategies — continually change. To support its growth strategy, McKesson created a new vice president-general manager (VPGM) position in 2007, a role designed to build customer intimacy in its U.S. McKesson’s Linda Kricher worked with DDI to create an accelerated development program for newly appointed VPGMs to help them onboard quickly, reach productivity in a short period of time and achieve target results.
Kricher’s role is to manage a group of 60 human resources directors, managers and coordinators who provide HR services to 5,000 employees across North America. Discuss with an expert what executive development really is and learn how to use it in a strategic way. Ensuring that your company selects and develops top talent that is right for a particular job, team and culture is never an easy task.
Examples of a report format that answers the specific questions often asked about the individuals you hope to hire, promote, or develop will be highlighted. In his role, John coaches and advises CEO's and senior business leaders on the talent needs of their organization.
He provides consulting services in the area of human resources measurement, working with clients to assess critical elements of the human capital equation. Jay GalbraithToday companies are doing business using at least a three dimensional matrix consisting of functions, business units and countries. She is also conducting research to understand how analysts assess and assign a value to leadership as they develop their stock price recommendations. What really matters is how leaders collaborate to bridge these divides and transform wide-ranging talents and knowledge to deliver value. He has honed his research and practice through fourteen years of service with the Center for Creative Leadership (CCL). Learn how to combine the right organization, the right management practices and the right talent to gain or sustain a critical performance edge.
Guttman is quoted frequently in the business press and in broad-interest magazines and newspapers such as TIME magazine, The Washington Post, U.S. Success requires thinking about the organizational decisions you make from a different perspective and your company’s ability to be nimble in a global context. This session is a must for CEOs, leaders and managers at all levels, and business communicators who want to understand how trust and communication interface in today's organizations. She is Chancellor at University of Colorado at Colorado Springs, has authored eight books, and consulted with major organizations nationally and internationally. She is Director of Graduate Studies in Communication at University of Colorado at Colorado Springs and served for eight years as Associate Director of the National Communication Association. The speakers explain how Mechanics & Farmers Bank, based in Durham, North Carolina — one of the few institutions in America that can claim 100 years of consistently profitable performance — built a focused, fast and flexible employee base that has laid the foundation for continued success.
O’Shea has a master’s degree in organizational psychology and a rich industry career as vice president of human resources and strategic planning, and general manager of a consumer products business unit working across all classes of trade.
Starting with leaders who have the right values, Beer shows how to weave together a complete system that includes top-to-bottom communication, organization design, HR policies, and leadership transformation process, and outlines what practitioners must do in HR, structure, systems, goals, culture, and strategy to create high-performance organizations. The firm works with senior executives who aspire to transform their organization into a high commitment and performance system through honest conversations about the organization's alignment with strategy and values. Before joining the faculty of the Harvard Business School, Mike founded and served as Director of the Organizational Research and Development Department at Corning Inc. They require a greater level of consciousness about all communication acts because, historically, most of the messages we deliver have been communicated non-verbally. Truth presents us with a business world today that is rife with crises on a daily basis, and corporate yarns are being spun every working day with their leaders as the focal characters. Currently, he and his experienced staff of analysts are following approximately 150 demographic, social, economic, technological, political, legal and management trends.
He is the author of numerous articles and book chapters, most recently, New Thinking from Drucker's Legacy: Design Your Governance Model to Make the Matrix Work and Using a Reorganization to Test and Grow High-Potential Leaders.
Lawler III is Distinguished Professor of Business and Director of the Center for Effective Organizations in the Marshall School of Business at the University of Southern California. He is also an Associate Professor of Management and former Director of the MSOD program at Pepperdine University. The need to ensure our leaders are effectively managing the stress of leadership has only grown more critical. Presenters will focus on how you can manage the stress of leadership in your life, and will present ideas for how to apply these methods in your organization. His work focuses on understanding the behaviors and challenges of senior executive leaders including such topics as selection, sustaining tenure, and talent management.
Her work focuses on helping senior leaders enhance their effectiveness by taking care of themselves physically. She has one foot in the open enrollment arena, training in programs such as the Leadership Development Program®, The Looking Glass Experience and Developing the Strategic Leader. In November 2009, he was ranked as one of the fifteen most influential business thinkers in the work in a study (involving 3,5000 respondents) published by The (London) Times and Forbes. The board elects one person as the president and one as chief executive officer for the organization; Benjamin Jealous is its most recent (and youngest) President, selected to replace Bruce S. Local chapters are supported by the 'Branch and Field Services' department and the 'Youth and College' department. They were particularly concerned by the Southern states' disfranchisement of blacks starting with Mississippi's passage of a new constitution in 1890. In fact, at its founding, the NAACP had only one African American on its executive board, Du Bois himself. In the early 20th century, Jewish newspapers drew parallels between the Black movement out of the South and the Jews' escape from Egypt, pointing out that both Blacks and Jews lived in ghettos, and calling anti-Black riots in the South "pogroms".
Storey was a long-time classical liberal and Grover Cleveland Democrat who advocated laissez-faire free markets, the gold standard, and anti-imperialism. In 1913, the NAACP organized opposition to President Woodrow Wilson's introduction of racial segregation into federal government policy, offices, and hiring. It was influential in winning the right of African Americans to serve as officers in World War I.
Because of disfranchisement, there were no black representatives from the South in Congress.
Southern states had created white-only primaries as another way of barring blacks from the political process. The NAACP's Legal department, headed by Charles Hamilton Houston and Thurgood Marshall, undertook a campaign spanning several decades to bring about the reversal of the "separate but equal" doctrine announced by the Supreme Court's decision in Plessy v. Board of Education that held state-sponsored segregation of elementary schools was unconstitutional.
These newer groups relied on direct action and mass mobilization to advance the rights of African Americans, rather than litigation and legislation. Daisy Bates, president of its Arkansas state chapter, spearheaded the campaign by the Little Rock Nine to integrate the public schools in Little Rock, Arkansas. Johnson worked hard to persuade Congress to pass a civil rights bill aimed at ending racial discrimination in employment, education and public accommodations, and succeeded in gaining passage in July 1964.
The dismissal of two leading officials further added to the picture of an organization in deep crisis. A controversial figure, Chavis was ousted eighteen months later by the same board that had hired him.
Three years later strained finances forced the organization to drastically cut its staff, from 250 in 1992 to just fifty. On a gospel talk radio show on station KHVN, Alcorn stated, "If we get a Jew person, then what I'm wondering is, I mean, what is this movement for, you know? Bush (president from 2001–2009) declined an invitation to speak to its national convention.[31] The White House originally said the president had a schedule conflict with the NAACP convention,[32] slated for July 10–15, 2004. Bond, while chairman of the NAACP, became an outspoken supporter of the rights of gays and lesbians, publicly stating his support for same-sex marriage. Barber, II of North Carolina participating actively against (the ultimately-successful) North Carolina Amendment 1 in 2012. The NAACP Youth & College Division is a branch of the NAACP in which youth are actively involved. The program is designed to recognize and award African American youth who demonstrate accomplishment in academics, technology, and the arts. Africana: The Encyclopedia of the African and African American Experience, in articles "Civil Rights Movement" by Patricia Sullivan (pp 441-455) and "National Association for the Advancement of Colored People" by Kate Tuttle (pp 1,388-1,391). Hooks, "Birth and Separation of the NAACP Legal Defense and Educational Fund," Crisis 1979 86(6): 218-220. Zubik was born September 4, 1949, in Sewickley, Pennsylvania, to Stanley and the late Susan (Raskosky) Zubik. How does a senior HR leader demonstrate this kind of strategic value when so much of what they deliver to the organization is tactical in nature?
Leaders who help build individual competence and organization capabilities are more likely to succeed than those who do not. How to align, integrate and innovate HR practices related to people, performance, information and work; 3. He has helped generate award-winning databases that assess alignment between strategies, human resource practices and HR competencies. He will explain why it is central to neuro-endocrine renewal in the human body (which is the only antidote to the ravages of chronic stress).
The Center for Creative Leadership, in partnership with Continuum, a leading design and innovation company, continues to explore overlaps between design, innovation, leadership and leadership culture – with a focus on helping leaders develop the thinking skills and practices of designers and apply these to the leadership of organizational innovation. Horth is a Subject Matter Expert on the confluence between leadership, creativity, and innovation. What knowledge a global leader integrates, and how, are a quantum leap from the old models for domestic or expat leaders, for whom "cultural awareness” was an adequate starting point. Baltzley is a psychologist by training and has spent a great deal of time inside large organizations helping senior leaders both with using learning as a lever and integrating mechanism for strategy, and with their personal effectiveness. Baltzley was the Global Head of Leadership Development for Royal Dutch Shell and managed the Shell learning staff and Learning Centre in the Hague. The book was the recent winner of the Society for Industrial and Organizational Psychology’s (SIOP) award competition for "The M. He has designed and taught a variety of executive development courses, offered and facilitated workshops, conducted consulting projects and made presentations in 22 countries around the world. He was directly involved in the acquisition of a $15 billion corporation, at the time the largest such merger in Canada. As a pioneer of Networked Learning, Elizabeth is focused on the evolution of learning in organizations today.
Through their work, the presenters have discovered some iconoclastic HRD professionals who achieved breakthrough results by having the courage to break away from the usual approaches to development and to identify what really works. He has provided consultation to dozens of major companies and organizations in the United States, Europe, South Africa, Australia, South Africa, New Zealand and Singapore. Pharmaceutical Distribution organization, and ensure that day-to-day decisions were aligned with corporate strategy. Learn how this program supported the business model shift and has already led to significant quantifiable results in the areas of finance, operations, workforce and customer service. Since joining DDI more than 10 years ago, Boyd has helped numerous companies address organizational needs such as competency modeling, reengineering, culture change, work teams, employee involvement, leadership assessment, selection and development. Focus on the keys to creating successful strategic executive development programs and learn about leading practices from the organizations who rate themselves exceptionally high in this critical area. Jim's Harvard Business Review article, "Tailor Executive Development to Strategy”, introduced the concept of using executive development to execute business strategy. Conaty GE Professor of Strategic Human Resources in the School of ILR at Cornell University. To accomplish this, many more organizations are turning back to a familiar tool – leadership assessment – for leadership selection and development. He has developed and delivered cutting-edge executive development programs at organizations including HCSC - Blue Cross Blue Shield, Great Plains Energy, PricewaterhouseCoopers, Sears, Guardian Life, and Whirlpool.
Prior to assuming his roles at IIT, Bruce was a partner in a Chicago-based consulting firm. While most companies have mastered the two dimensional matrix of functions and business units, the three and four dimensional ( customers) structures are a real challenge. Eighty-six percent of 128 executives and leaders in a recent CCL study stated that it is "extremely important" for them to collaborate effectively across boundaries. He is also the author of When Goliaths Clash: Managing Executive Conflict to Build a More Dynamic Organization.
Attendees will learn all there is to know about trust in both profit and not-for-profit organizations.
Shockley-Zalabak was the lead researcher who developed the model of trust presented in this Webcast. He brings a unique perspective grounded in the knowledge that organizations — and leaders — must clearly understand and drive their value proposition throughout the organization to create and sustain success. The department was an internal consulting and research group that successfully helped Corning's managers make a number of significant innovations in organizing and managing at the corporate and business unit level. The frequency and availability of face-to-face communication has been dramatically curtailed, which has led to massive changes in the ways people interact, produce, collaborate and resolve conflicts. Taking away the visual, the tone and the energy of interactions demands a new communications consciousness. Levine teaches communication, relationship management and conflict management skills for The American Management Association and The International Partnering Institute.
In addition to his role as Associate Editor for HRPS' People & Strategy Journal, he has been published in major business magazines and is frequently quoted in business publications and newspapers. She serves as an editor of the journal, People & Strategy, and has consulted and taught on the topic of organization design with companies around the world for over 15 years. It takes a long term approach to organizational effectiveness and focuses on how organizations can perform well in three areas: economic, social and environment. He has consulted withmore thanone hundred organizations and has been honored as a top contributor to the fields of organizational development, organizational behavior, corporate governance, and human resource management. We know that you cannot always lighten the load placed upon your leaders, but there are ways you can strengthen leaders to help them effectively carry that load.
He currently manages CCL’s assessment database which contains leadership data on over eighty thousand individual leaders. She came to CCL via the Olympic Training Center where she worked as an exercise physiologist.
She has another foot in the custom world where she designs and delivers innovative leadership development programs for clients around the world. Mojo can be defined as the positive spirit toward what you are doing now that starts on the inside and radiates to the outside. Can we leverage our infrastructure to gain more capability, value, and efficiency from support functions? The 'Legal' department focuses on court cases of broad application to minorities, such as systematic discrimination in employment, government, or education. Through the early 1900s, legislatures dominated by white Democrats ratified new constitutions and laws creating barriers to voter registration and more complex election rules.


Mary White Ovington, journalist William English Walling and Henry Moskowitz met in New York City in January 1909 and the NAACP was born.[14] Solicitations for support went out to more than 60 prominent Americans, and a meeting date was set for February 12, 1909. It did not elect a black president until 1975, although executive directors had been African-American. Storey consistently and aggressively championed civil rights, not only for blacks but also for Native Americans and immigrants (he opposed immigration restrictions). Six hundred African-American officers were commissioned and 700,000 men registered for the draft. United States (1915) to Oklahoma's discriminatory grandfather clause that disfranchised most black citizens while exempting many whites from certain voter registration requirements.
The NAACP regularly displayed a black flag stating "A Man Was Lynched Yesterday" from the window of its offices in New York to mark each lynching. The NAACP lost most of the internecine battles with the Communist Party and International Labor Defense over the control of those cases and the strategy to be pursued in that case. Since southern states were dominated by the Democrats, the primaries were the only competitive contests. Intimidated by the Department of the Treasury and the Internal Revenue Service, the Legal and Educational Defense Fund, Inc., became a separate legal entity in 1957, although it was clear that it was to operate in accordance with NAACP policy.
He followed that with passage of the Voting Rights Act of 1965, which provided for protection of the franchise, with a role for federal oversight and administrators in places where voter turnout was historically low. Benjamin Hooks, a lawyer and clergyman, was elected as the NAACP's executive director in 1977, after the retirement of Roy Wilkins.
They accused him of using NAACP funds for an out-of-court settlement in a sexual harassment lawsuit.[26] Following the dismissal of Chavis, Myrlie Evers-Williams narrowly defeated NAACP chairperson William Gibson for president in 1995, after Gibson was accused of overspending and mismanagement of the organization's funds.
Large amounts of money are being given to them by large corporations that I have a problem with."[27] Alcorn also said, "I cannot be bought. Jackson said he strongly supported Lieberman's addition to the Democratic ticket, saying, "When we live our faith, we live under the law. On July 10, 2004, however, Bush's spokesperson said that Bush had declined the invitation to speak to the NAACP because of harsh statements about him by its leaders.[32] In an interview, Bush said, "I would describe my relationship with the current leadership as basically nonexistent. Most notably he boycotted the 2004 funeral services for Coretta Scott King on the grounds that the King children had chosen an anti-gay megachurch. The Youth Council is composed of hundreds of state, county, high school and college operations where youth (and college students) volunteer to share their voices or opinions with their peers and address issues that are local and national.
A graduate and former Student Government President at Howard University, Stefanie previously served as the National Youth Council Coordinator of the NAACP.
Local chapters sponsor competitions in various categories of achievement for young people in grades 9–12. Crafting Law in the Second Reconstruction: Julius Chambers, the NAACP Legal Defense Fund, and Title VII. The National Association for the Advancement of Colored People: A Case Study in Pressure Groups. Wikipedia® is a registered trademark of the Wikimedia Foundation, Inc., a non-profit organization. He attended Saint Stanislaus Elementary School and Saint Veronica High School, both in Ambridge, before entering Saint Paul Seminary in Pittsburgh. In 1988, he was appointed Administrative Secretary and Master of Ceremonies to then-Pittsburgh Bishop Donald W. The work of HR touches every facet of the organization and an HR department has a unique perspective not shared by any other function.
He has 20 years of experience with Hewitt in business leadership roles in North America and Europe in HR consulting, client relationship management, and outsourcing. Societal and political trends compel companies to lobby for and respond to legislative and social realities. Award-winning author Steve Denning will explain the underlying reasons why traditional management has become unproductive, and why business leaders and writers are increasingly exploring a fundamental rethinking of the basic tenets of management. In effect, the thinking skills of a designer and those of a successful innovation leader are two sides of the same coin.
He is co-author of a CCL product used to support group sense-making called Visual Explorer™: Picturing Approaches to Complex Challenges and Leadership Metaphor Explorer™.
While at Shell, he helped the organization create an enterprise-wide learning architecture and build leaders across all levels who are highly effective in moving Shell's businesses forward. He established a process for new business development that involved more than 200 employees throughout the company and produced new business ideas estimated to produce $50 million in net after-tax earnings. By taking a strategic and process approach to development, they have been able to consistently double and triple the business results they achieve from training. His clients include The World Bank, Motorola, Cisco, American Express, Ingersoll Rand and Anglo-American. Focusing on a case study with McKesson Corp., this Webcast offers a new approach to executive development and accelerating senior leadership transitions to ensure your executives are executing business priorities successfully. These executives were also expected to support revenue growth, build leadership capability, and drive operational excellence. Previously, Kricher served as vice president, learning and organizational development, for the McKesson Technology Division and as director of training and development at Suntory Water Group in Atlanta, Ga. He teaches and conducts research in the area of Strategic Human Resource Management, with a particular focus on how HR practices, the HR function, and HR leaders can impact firm performance. He provides one-on-one executive coaching to CEOs and senior executives at Fortune 500 companies as well as at smaller private companies. He has served on the faculty of Loyola University of Chicago and Illinois Institute of Technology. GDS has been ranked as a top Leadership Development consulting firm by Leadership Excellence magazine, which also named Mr. His third book, Coach Yourself to Win: 7 Steps to Breakthrough Performance on the Job and in Your Life, is based on the proven process that he and his consultants have used to coach thousands of executives, in major organizations around the world, to higher levels of performance. Real-world examples of trust building will be provided based on the speakers' extensive consulting work with major national and international organizations.
Mike has authored nine books, written numerous book chapters and articles in academic and business journals. He often collaborates with, and speaks before, organizations including HRPS, SHRM, The Mayflower Group, ASTD, ABA, AGA and NEDA, on major research topics related to the future of people management.
Companies with a range of product lines selling into differentiated markets across multiple geographies are going to have complex strategies and complicated organizations. The author ofmore than350 articles and 43 books, his articles have appeared in leading academic journals as well as Fortune, Harvard Business Review and leading newspapers including USA Today and the Financial Times. Worley is coauthor of Built to Change, Integrated Strategic Change and Organization Development and Change, the leading textbook on organization development. Her research background includes immune function and exercise, stress and coping strategies of elite athletes, physiological factors associated with improved endurance performance and executive fitness. Participants will learn how to experience more happiness and meaning in their lives – both at work and outside of work. Goldsmith’s books have sold over one million copies and been translated into over 25 languages.
This was intended to coincide with the 100th anniversary of the birth of President Abraham Lincoln, who emancipated enslaved African Americans. Jews made substantial financial contributions to many civil rights organizations, including the NAACP, the Urban League, the Congress of Racial Equality, and the Student Nonviolent Coordinating Committee.
The following year, the NAACP organized a nationwide protest, with marches in numerous cities, against D. Within four years, Johnson was instrumental in increasing the NAACP's membership from 9,000 to almost 90,000. More than 200 black tenant farmers were killed by roving white vigilantes and federal troops after a deputy sheriff's attack on a union meeting of sharecroppers left one white man dead.
Starting on December 5, 1955, NAACP activists, including Edgar Nixon, its local president, and Rosa Parks, who had served as the chapter's Secretary, helped organize a bus boycott in Montgomery, Alabama. He [Lieberman] is a firewall of exemplary behavior."[27] Al Sharpton, another prominent African-American leader, said, "The appointment of Mr. Winners of the local competitions are eligible to proceed to the national event at a convention held each summer at locations around the United States. He received an undergraduate degree at Duquesne University in 1971 and went on to study at Saint Mary Seminary and University in Baltimore, Maryland, where he earned a degree in theology in 1975.
He was then assigned as Vice Principal of Quigley Catholic High School in Baden as well as Chaplain to the Sisters of Saint Joseph Motherhouse and Chaplain to the students at Mount Gallitzin Academy. Wuerl (now Cardinal Archbishop of Washington, DC), where he served until 1991, when he began his service as Director of Clergy Personnel. The recognition that this unique perspective offers a strategic role for HR is long overdue; acting on this recognition is an even more pressing issue. She is the Global lead and Americas Program Manager for the Experienced Talent Program, a global, cross-divisional talent program for UBS's Executive Director Key Talent.
He edited Human Resource Management for 10 years, served on editorial board of four journals, the board of directors for Herman Miller, and the board of trustees at Southern Virginia University.
In November 2000, Steve Denning was selected as one of the world's ten Most Admired Knowledge Leaders (Teleos).
This Webcast presents an overview of the practices they used to guarantee their training initiatives really made a difference in the business.
Brinkerhoff is a professor emeritus at Western Michigan University and has written numerous articles and books about evaluation and training effectiveness including High Impact Learning, The Success Case Method, Telling Training’s Story, and Courageous Training. He has over 60 refereed publications and has co-authored or co-edited over 15 books and volumes. He has co-authored chapters in two books, including The Human Resources Program Evaluation Handbook and The Future of Leadership Development.
He is also a frequent contributor to professional journals such as Harvard Management Update, Human Resource Executive, Chief Executive, and Leader to Leader.
Webcast participants will learn about and engage in actually analyzing the state of trust in their own organizations and workplaces.
Join Jay Jamrog as he reveals trends in agile leadership today and the results of relevant research studies paving the path for organizations to become more agile and achieve high performance. The new competency for business leaders – and the human resource professionals who support them in designing, developing, and staffing their organizations – is to understand and harness the inherent tensions in complex strategies. It calls for creating organizations that differ in almost every feature from traditional command and control organizations. Her most recent publication, a book on leadership stress, was based on survey research indicating that leaders today are facing ever-increasing levels of stress. His New York Times bestseller, What Got You Here Won’t Get You There, is a Wall Street Journal #1 best seller and Harold Longman Award Winner for Business Book of the Year. Men who had been voting for thirty years in the South were told they did not "qualify" to register. Walling, social worker Mary White Ovington, and social worker Henry Moskowitz, then Associate Leader of the New York Society for Ethical Culture. While the meeting did not take place until three months later, this date is often cited as the founding date of the organization.
Jewish historian Howard Sachar writes in his book A History of Jews in America of how, "In 1914, Professor Emeritus Joel Spingarn of Columbia University became chairman of the NAACP and recruited for its board such Jewish leaders as Jacob Schiff, Jacob Billikopf, and Rabbi Stephen Wise."[19] Early Jewish-American co-founders included Julius Rosenwald, Lillian Wald, Rabbi Emil G.
Warley in 1917 that state and local governments cannot officially segregate African Americans into separate residential districts. White published his report on the riot in the Chicago Daily News.[23] The NAACP organized the appeals for twelve black men sentenced to death a month later based on the fact that testimony used in their convictions was obtained by beatings and electric shocks.
This was designed to protest segregation on the city's buses, two-thirds of whose riders were black. 449 (1958), the NAACP lost its leadership role in the Civil Rights Movement while it was barred from Alabama. Committing to the Youth Council may reward young people with travel opportunities or scholarships. At the same time, he began graduate studies at Duquesne University where he earned a master’s degree in education administration in 1982. To succeed, you need to learn to recognize and monitor trends that impact your industry and your company's competitive advantage.
She has been at UBS for 9 years with a primary focus on developing and managing various talent development programs from graduate level up through Managing Director. Increased investor awareness of intangibles shifts attention to the processes of creating profit and financial returns. In the Fall of 2009, Steve was a Visiting Fellow at All Souls Colleges, Oxford University, UK. He now is director of research and evaluation for Advantage Performance Group, a wholly owned subsidiary of BTS Group AB.
He has been an online columnist for Fast Company, and is editor of the 2007 Pfeiffer Leadership Development Annual. He has served on the Board of Directors for Human Resource Planning Society, World at Work, and the Society for Human Resource Foundation.
She has spearheaded organizational realignment and strategic transformation, and implemented numerous employee-focused initiatives to enhance operational efficiency and productivity at M&F Bank.
His previous book, The Critical Path to Corporate Renewal, won the Johnson, Smith & Kinsley Award for the best book on executive leadership that year, and was a finalist for the Academy of Management's Terry Book Award. His recent consulting clients include Microsoft, American Healthways, The Hartford, and BP. Marshall is one of a select few advisors who have been asked to work with over 120 CEOs and their management teams.
The goal of the Health Division is to advance health care for minorities through public policy initiatives and education.
The Court's opinion reflected the jurisprudence of property rights and freedom of contract as embodied in the earlier precedent it established in Lochner v.
Over the next ten years, the NAACP escalated its lobbying and litigation efforts, becoming internationally known for its advocacy of equal rights and equal protection for the "American Negro".
Although states had to retract legislation related to the white primaries, the legislatures soon came up with new methods to limit the franchise for blacks. He served in the role of adjunct spiritual director at Saint Paul Seminary from 1984 through 1991 and associate spiritual director at Saint Vincent Seminary, Latrobe, from 1989 through 1996.
This know-how will help you identify and leverage your company strengths and speak the language top executives value.
She has also had experience in the area of Merger Integration, Performance Management, and Large Scale Change Enablement. Dan Buchner is Vice President of Organizational Innovation at Continuum and is an award winning designer, entrepreneur and innovation consultant. Tim Mooney is a partner with the Advantage Performance Group, a wholly owned subsidiary of BTS Group AB. He has served as a Distinguished Academic Visitor for the Ministry of Manpower in Singapore, as a Senior Research Fellow in Taiwan, and currently holds a secondary position at Tilburg University in the Netherlands as a Senior Research Fellow. The session will emphasize the planning process leading to shared goals and objectives and the importance of rotational assignments. With more than 25 years of experience in banking — including servicing as CEO of Consolidated Bank in Richmond, Virginia, as well as executive vice president for City First Bank of D.C.
Professor Beer has taught in many executive education programs at HBS, including the Advanced Management Program, the International Senior Management Program, and founded and led Managing Organizational Effectiveness and Change and Strategic Human Resource Management.
Leadership is shared and strategies are developed that focus on long term sustainable effectiveness instead of short term profitability. He is a seasoned performance consulting expert who specializes in assessment and organizational change.
I will give examples of what are the best practices that are emerging.An internationally recognized expert on complex organization design, Dr. Organizations structures are created that facilitate lateral communication and coordination by putting employees in contact with their organizations' external environment.
86 (1923) that significantly expanded the Federal courts' oversight of the states' criminal justice systems in the years to come. For nearly 30 years, Buchner has been developing innovative new products, creating compelling new services and helping organizations establish design and innovation capabilities to drive their success.
He works directly with clients on consulting projects and is the practice leader for The Advantage WaySM. Finally, the challenges involved in creating sustainable effective organizations will be considered and approaches to it considered.
He has won 11 design awards including a bronze and gold BusinessWeek IDEA award and has been published in Innovations and Product Development Best Practices. Mooney is a frequent speaker and writer on the topic of achieving measurable business impact from training. Galbraith has developed many frameworks, such as the Star Model™ and the Front-Back organization structure, that are used by multinational companies across a broad spectrum of industries. He holds more than 25 US and Canadian design and mechanical patents and a degree in industrial design from the Fanshawe School of Design.
His roles included vice president of sales and marketing for assessment and regional vice president.



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