Sandy Schwan at Evolving Strategies, LLC. Organizational Change Consultant

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Seeking a Change Management/OD Consultant for 3-Month IT Capability Diagnostic for a Global Firm in Downtown Chicago

Ability is of little account without opportunity.  -Napoleon

If you've got the ability, I've got the opportunity. My company has been engaged to deliver this analysis for the company, and I’m looking forward to delivering. If you or your potential candidates have any questions, please do not hesitate to contact me via the information noted below. Thank you, Sandy

________________________________________________________

Sandra M. Schwan  |  Evolving Strategies, LLC

1660 N. LaSalle Street, Suite 3011  |  Chicago, IL 60614 

office 312.337.8442  |  mobile 312.371.7263

www.evolvingstrategies.com  |  [email protected]

Helping People and Organizations Learn, Change and Perform

Opportunity Brief

Information Technology (IT) Capability Consultant

Reporting Line

This role will report to the HR Business Partner for Client’s North America Finance team, who will be the primary client.

Scope

· Client’s North America Information Technology (IT) group, including Canada and the USA (circa 600 FTE).

· All grades below IT Executive Team.

Role Outcomes / Deliverables

· Program design and plan to deliver end to end Capability Build within IT.

· Future state IT capability requirements defined by function and role.

· Current state capability gap analysis by function and role.

· Define future generic roles across IT.

· IT capability build strategy developed and agreed with IT Senior Leadership Team, to include sourcing strategy.

· IT talent strategy developed and agreed with Senior Leadership Team (linked in with capability build strategy).

· Learning paths developed for generic IT roles. (Appropriate training solutions identified and where necessary brief for new training to be built)

· 2010/11 Learning and Development (L&D) road map/plan for IT (incorporating academies and skill soft roll out plan).

· Client Human Resources (HR) capability build through knowledge transfer to internal Change Consultants and L&D Consultants.

· Upon exiting Client, the program activity should be set up to enable the internal Client resource to successfully execute the plan.

Approach

· Use external knowledge and approaches, but incorporating existing Client processes where available. E.g. Talking Talent and Capability Toolkit.

· Capability requirements should be defined in line with the ongoing Organization Design activity.  Including the identification of generic IT roles.  Utilizing aligned Change Consultancy resource. 

· Capability build and talent strategy to incorporate options around what capability the client will retain, grow or buy.   The option to buy should consider ongoing outsourcing and Global Service Provider discussions.

· In building learning paths and development solutions existing academy solutions should be used as far as possible.  Where new learning solutions are required these should be scoped and brokered with L&D for design and development.

· External consultant has accountability for the overall program delivery and will co-ordinate and program manage the internal resource effort.  This should include aligning work, coaching and supporting in such a way as to engender knowledge transfer and learning for the aligned HR resource.

· Linking in with consultants in other areas of client’s North America business undertaking capability assessment and development activity to share learning and approach.  Also to identify synergies and opportunities to avoid duplication.

Timescales

The timeline will be set as part of the initial program planning process, but broadly will be as follows;  

Activity	When
Program scoping and planning	April
Future Capability Requirements definition	April / May
Capability Gap analysis	May
Capability build/ sourcing strategy development	May/ June
Learning paths development	June
Learning solutions brief development	June/ July
External consultant exit	End June
New learning solutions created	July
Capability development/ sourcing strategy implemented	TBC – in line with OD roll out plans

Person Specification

· Extensive knowledge of defining and building organizational and team capabilities.

· Strong program / project management capability.

· L&D / change consultancy background.

· Ability to engage with and quickly build rapport and credibility with senior stakeholders.

· Previous experience and knowledge of IT capabilities.

Here are some other details that I thought you all might find helpful in thinking about potential candidates:

· Immediate start date for three months for the right candidate, with the high likelihood to extend the contract to help with the design and delivery of the recommendations

· % of time onsite: full-time mostly

· Rate: Commensurate with candidate experience and match to opportunity specs

· Where the project is currently: Needing to kick off

· Client location: Downtown Chicago

· This consultant will be staffed through Evolving Strategies LLC, who is working with the client in other areas

Beyond Organizational Change to World Change

"Women hold up half the sky."

Chinese proverb

“Woineshet”
A Short Film by Directors Marisa Tomei and Lisa Leone

Watch the pages of “Half the Sky” come to life onscreen as the film “Woineshet” chronicles the struggles of a poor Ethiopian girl who ultimately triumphs over sexual violence and discrimination. As a teenager from a small village in Ethiopia, Woineshet and her family bravely fought against brutal local traditions of rape and forced marriage. You’re sure to be moved by part documentary, part adaptation of Woineshet’s inspirational story.

This one-night event is March 4 at 7:30 pm at theaters across the United States. Click here to find a theater near you. If you are interested in attending and you live in the Chicagoland area, please join us as we look to fill the Evanston theater. We have a block of tickets available to share.

Learn Now. Learn Later. Develop Successful Organizational Change Skills Early.

"Learning is a treasure that will follow its owner everywhere."  ~Chinese Proverb

It is never to early to begin learning skills that are useful throughout your personal and professional life.

Here are two opportunities for high school students to learn more about math and science (this month) and to spend their summer with other 'cherubs,' learning teamwork while exploring passions. If you have any questions, please let me know.

Northwestern University and the Society of Women Engineers Present" The 39th Annual Career Day for Girls. Engineering: Explore, Create, Transform.  Saturday, February 27, 2010. This program is designed for female junior high and high school students who have an interest in science and mathematics.  The program will contain educational and career information about opportunities in engineering and applied science.  Our speakers are women who have engineering degrees and current female engineering students. 

Note: I have a table for ten young women reserved and paid for, with a few spaces still available. I would welcome the opportunity to host interested junior high and high school girls.

Northwestern University's National High School Institute, established in 1931, is the nation’s oldest and largest university-based summer program for outstanding high school students. Approximately 850 of the United States' best students will enroll in the Institute’s 6 Divisions: Debate, Speech, Journalism, Music, Film & Video Production, and Theatre Arts. Students in the Institute are affectionately called “Cherubs,” a tradition that began in the 1930s with the founder of the Institute, Dean Ralph Dennis.

NHSI’s goal, as stated by Dean Dennis and as followed today is, “to bring together gifted young people and superior teachers in an atmosphere of affection, knowledge, and trust.” In each of the 6 divisions, students gain practical college-level experience in their chosen field; interact closely with outstanding faculty; tackle new social and intellectual challenges; and experience campus life with other exceptional high school students. NHSI students leave the Institute better able to make decisions about their future and many go on to study at the finest colleges and universities.

Sandra M. Schwan

Liaison - Chicago Public Schools

Northwestern University Alumni Association

Board of Directors, Chicago Chapter

Mobile 312.371.7263

[email protected] 

A Choice: Flee the Scene During Organizational Change

“The last of the human freedoms - to choose one's attitude in any given set of circumstances, to choose one's own way.”   Viktor Frankl (1905–1997), Austrian neurologist and psychiatrist   If you recognize that you are unhappy with an organizational change underway at your company and you want to leave your job, it still may be tough — or even impossible in these economic times — to move on to a new position. Staying put may be your only option, but it doesn't have to make you miserable. Action Here are three things you can do make the most of an imperfect situation: 1.   Acknowledge your feelings. Be honest with yourself about what is making you unhappy. Are you scared that you will lose your job? Report to someone that you do not know? If you can't move on now, don't try to convince yourself that you're happy. Accept the situation and know you'll have to deal with it for the near future. It is also in your best interest to keep your good behavior intact. Pouting like a child, lashing out at inappropriate times, not showing up for meetings – I’ve seen it all. Trust me, this behavior does not and will not serve you well.   2.   Be proactive. If leaving your job isn't an option now, start preparing for the time when it will be. Learn a new skill or take on a tough project. Organizational changes usually present many opportunities to do both.   3.   Accentuate the positive. It's easy to focus only on the negative during change. Find good things about your job — a fun colleague, an interesting part of the change project — and let those provide you with the energy you need to hang in. You never know…you just might find that ‘new job’ is staring you in the face.

Interesting Change Management Officer Post Co-Sponsored by the UN, WHO & World Bank

"You're gonna have to serve somebody." 

Bob Dylan (1941 – ), poet and musician

UNAIDS is an innovative joint venture of the United Nations, bringing together the efforts and resources of the UNAIDS Secretariat and ten UN system organizations in the AIDS response. UNAIDS' Co-sponsors include UNHCR, UNICEF, WFP, UNDP, UNFPA, UNODC, ILO, UNESCO, WHO and the World Bank.

PURPOSE OF POSITION:
The Executive Office (EXO) provides vision, leadership and inspiration to UNAIDS. It highlights and drives emerging issues, focuses areas and steers the organization, positioning it as a global leader on AIDS. In performing these functions EXO facilitates communication and coordination within the UNAIDS Secretariat and broader UNAIDS, and serves as a reference and intelligence hub.

EXO is also responsible for maintaining robust and contemporary management practices within the organization to ensure the efficiency and effectiveness of its operations.

https://erecruit.unaids.org/public/hrd-cl-vac-view.asp?o_c=1000&jobinfo_uid_c=22539&vaclng=en

 

Boost Performance By Doing Good

"Devising and maintaining an atmosphere in which others can put a dent in the universe is the leader's creative act." --Warren Bennis

Can doing good keep employees engaged and grow your business? You bet it can.

Ramping up altruism may well be the killer app in 2009 and early 2010 — a time when companies need their top talent to be firing on all cylinders to spur growth and renewal, but where conventional rewards such as pay raises and bonuses are hard to come by, according to Sylvia Ann Hewitt in her forthcoming book Top Talent: Keeping Performance Up When Business Is Down.

Hewitt is an economist, member of the World Economic Forum Council on the Gender Gap, and founding president of the Center for Work-Life Policy where she directs the "Hidden Brain Drain"—a task force of 50 global companies committed to fully realizing female and multicultural talent.

Her research shows that high-potential employees are motivated by a desire to give back to their communities. These employees are increasingly seeking out employers that allow them to do so on the job. Real life examples and the associated returns? By integrating "doing good" into their business strategies, GE's healthyimagination and Pfizer's Global Access programs are expanding company revenue and attracting and retaining these key employees.

Weaving the 'feel good' factor into a go-to-market playbook gives high potential employees priceless psychic rewards, and a reason to stay, play and win, says Hewitt. This approach is certainly working for Ponni Subbiah — one of Pfizer's most talented female leaders. "We all want to feel that we can have an impact on the world. That's why I like Global Access. The fact that we're going to increase access to our medicines in a part of the world where people are very needy .... that's very gratifying for me." And it's good business.

Action

While donations and volunteering are wonderful avenues for allowing your employees to give back, do not limit your company's socially responsible efforts. Explore ways that your company can combine social responsibility and commercial viability by offering lower cost products to emerging markets or developing a new profitable solution to a social problem.

Adapted from Harvard Business Publishing

Using Values to Guide Business Strategy, Keep Employees Engaged and Grow Your Business

"The Cause is Hidden, But the Result is Well Known."

Ovid, Roman Poet (43 BC - 17 AD)

People today are focused on the global economic crisis, but Harvard Business School professor Rosabeth Moss Kanter sees also a global crisis of business.

Has the model of American capitalism that worked so well to raise the fortunes of millions of people last century hit a wall? In its place must arise a new model of the company, one that serves society as well as rewarding shareholders and employees, Kanter argues in her new book, SuperCorp: How Vanguard Companies Create Innovation, Profits, Growth, and Social Good.

Kanter, one of my top tier strategy and organizational change visionaries that I follow and learn from, shared key points and great stories at a leadership learning session I attended with my esteemed colleague from the Northern Trust Company, Jill Nabonsal:

1.  Start with a Sense of Purpose. Lead with Your Principles and Values. Think about how you can apply your products and services to address the many unmet societal needs.

2.  Be Open to Discussions. It is Not Your Words But Your Conversations that Matter. Allow for self-organizing, -governing -policing where possible. Give your employees a voice and you may be amazed what transpires.

3.  Value Relationships. A Sense of Purpose Forms a Strong Basis for Your Relationships and Conversations. Start with 'Who I am, what I believe and what is important to me.' Speak of values first. Think of meeting others' needs before your own. (And you may be surprised how your own needs end up being met way beyond your expectations.)

4.  Use Values to Reduce Risk. Having Values at the Core of Your Solutions Reduces Risk. Your standards seem too high? Help your clients reach the higher standards that you may set. Who wins? Who benefits? Your clients, your clients' clients, your team, you.

Here is a more detailed summary of the book if you are interested in learning more.

But can doing good keep employees engaged and grow your business? You bet it can. Stay tuned for my next post.

Bumble Bees, Airplanes Helping NOLA Minority Youth Soar

 "Aerodynamically the bumble bee shouldn't be able to fly, but the bumble bee doesn't know it so it goes on flying anyway."

Mary Kay Ash, (1918-2001), pioneer for women in business

 

About one year ago, Captain Barrington Irving took off from Opa Locka airport inside the cockpit of Inspiration II, a plane built entirely by Miami high school students in the Experience Aviation Build & Soar Summer Program.

 

How cool would it be to be the program manager helping the minority youth of Baton Rouge and New Orleans build and soar?

 

That opportunity for the right person crossed my desk today. Contact name and email is George Moore [email protected]******** for more information and follow-up. Good luck!

___________________________

To:Accenture Alumni
Subject: Opening in Baton Rouge/New Orleans

  

Looking for a project manager for a new Aviation Academy and After-School program for minority youth in the Baton Rouge/New Orleans area. A 10-12 month project that involves the planning, launch, and management of an innovative new educational program. The program would expand educational curriculum and services throughout communities within Louisiana and create career pathways in aviation, aerospace, renewable energy, and technology. http://www.experienceaviation.org/   The Mid-Level Business Analyst or Manager must have strong project management experience, including the ability to: Create and execute project work plans and revise as appropriate to meet changing project needs and requirements Identify resources needed and assign individual responsibilities Manage day-to-day operational aspect of project Review deliverables prepared by team and vendors Effectively apply methodology and enforce project standards Track and reports hours and expenses on a weekly basis Manage project budget Excellent Written and Verbal Communication Skills Experience with Microsoft Project and Visio Software Requirements Documentation experience and aviation industry experience a plus This is a potential long-term opportunity once the program is developed and launched. Please send resumes to George Moore [email protected]. Project would begin sometime in late September.

********Please note: I do not know George. He and I are simply on the same alumni group list. That is our only connection. I do not know anything else about this opportunity, so any questions or information you direct my way cannot be answered. Please don't be offended when I don't respond since I can't.

 

Scholarships for College and Graduate School

I am a huge fan of education and doing my part to support those looking to further their education. Afterall, education can lead to change! Apologies for this lengthy posting, but it is well worth it. Please send a link to this posting to others who may find this information helpful. - Sandy

SCHOLARSHIPS FOR COLLEGE AND GRAD SCHOOL

1) Bell Labs Fellowship For Underrepresented Minorities
 http://www.bell-labs.com/fellowships/CRFP/info.htm

2) Student Inventors Scholarships
 http://www.invent.org/collegiate

 3) Student Video Scholarships
 http://www.christophers.org/vidcon2k.html

4) Coca-Cola Two Year College Scholarship
s http://www.coca-colascholars.org/programs.html

5) Holocaust Remembrance Scholarships
 http://holocaust.hklaw.com/

6) Ayn Rand Essay Scholarships
 http://www.aynrand.org/contests/

7) Brand Essay Competition
http://www.instituteforbrandleadership.org/IBLEssayContest-2002Rules.htm

8) Gates Millennium Scholarships (major)
 http://www.gmsp.org/nominationmaterials/read.dbm?ID=12

9) Xerox Scholarships for Students
http://www2.xerox.com/go/xrx/about_xerox/about_xerox_detail.jsp

10) Sports Scholarships and Internships
http://www.ncaa.org/about/scholarships.html

11) National Assoc. of Black Journalists Scholarships (NABJ)
http://www.nabj.org/html/studentsvcs.html

12) Saul T. Wilson Scholarships (Veterinary)
http://www.aphis.usda.gov/mb/mrphr/jobs/stw.html

13) Thurgood Marshall Scholarship Fund
http://www.thurgoodmarshallfund.org/sk_v6.cfm

14) FinAid: The Smart Students Guide to Financial Aid scholarships)
http://www.finaid.org

5) Presidential Freedom Scholarships
http://www.nationalservice.org/scholarships/

16) Microsoft Scholarship Program
 http://www.microsoft.com/college/scholarships/minority.asp

17) WiredScholar Free Scholarship Search
http://www.wiredscholar.com/paying/scholarship_search/pay_scholarship_search.jsp

18) Hope Scholarships & Lifetime Credits
 http://www.ed.gov/inits/hope/

19) William Randolph Hearst Endowed Scholarship for Minority Students http://www.apsanet.org/PS/grants/aspen3.cfm

20) Multiple Lists of Minority Scholarships
 http://gehon.ir.miami.edu/financial-assistance/Scholarship/blackhtml

21) Guaranteed Scholarships
http://www.guaranteed-scholarships.com/

22) BOEING scholarships (someHBCU connects)
http://www.boeing.com/companyoffices/education%20%20relations/scholarships

23) Easley National Scholarship Program
http://www.naas.org/senior.htm

24) Maryland Artists Scholarships
 http://www.maef.org/

26) Jackie Tuckfield Memorial Graduate Business Scholarship (for AA students in South Florida)
 http://www.jackituckfield.org/

27) Historically Black College & University Scholarships
 http://www.iesabroad.org/info/hbcu.htm

28) Actuarial Scholarships for Minority Students
http://www.beanactuary.org/minority/scholarships.htm

29) International Students Scholarships & Aid Help
http://www.iefa.org/

30) College Board Scholarship Search
http://cbweb10p.collegeboard.org/fundfinder/html/fundfind01.html

31) Burger King Scholarship Program
http://www.bkscholars.csfa.org/

32) Siemens Westinghouse Competition
http://www.siemens-foundationorg/

33) GE and LuLac Scholarship Funds
 http://www.lulac.org/Programs/Scholar.html

34) CollegeNet's Scholarship Database
 http://mach25.collegenet.com/cgi-bin/M25/index

35) Union Sponsored Scholarships and Aid
http://www.aflcioorg/scholarships/scholar.htm

36) Federal Scholarships & Aid Gateways 25 Scholarship Gateways from Black Excel http://www.blackexcel.org/25scholarships.htm

37) Scholarship & Financial Aid Help
 http://www.blackexcel.org/fin-sch.htm

38) Scholarship Links (Ed Finance Group)
 http://www.efg.net/link_scholarship.htm

39) FAFSA On The Web (Your Key Aid Form &Info)
 http://www.fafsa.ed.gov/

40) Aid &Resources For Re-Entry Students
 http://www.back2college.com/

41) Scholarships and Fellowships
 http://www.osc.cuny.edu/sep/links.html

42) Scholarships for Study in Paralegal Studies
http://www.paralegals.org/Choice/2000west.htm

43) HBCU Packard Sit Abroad Scholarships (for study around the world) http://www.sit.edu/studyabroad/packard_nomination.html

44) Scholarship and Fellowship Opportunities
http://ccmi.uchicago.edu/schl1.html

45) INROADS internships
 http://www.inroads.org/

46) NAACP Scholarships
http://www.naacp.org/work/actso/act-so.shtml

47) Black Alliance for Educational Options Scholarships
 http://www.baeo.org/options/privatelyfinanced.jsp

48) ScienceNet Scholarship Listing
http://www.sciencenet.emory.edu/undergrad/scholarships.html

49) Graduate Fellowships For Minorities Nationwide
http://cuinfo.cornell.edu/Student/GRFN/list.phtml?category=MINORITIES

50) RHODES SCHOLARSHIPS AT OXFORD
 http://www.rhodesscholar.org/info.html

51) The Roothbert Scholarship Fund
 http://www.roothbertfund.com/