Posts Tagged ‘TODN’

An innovative corporate meeting process – Graphic Recording!

Caryn Sterling of Drawing Insight in action graphically recording a meeting

Caryn Sterling of Drawing Insight in action graphically recording a meeting

Recently I attending the day-long annual TODN (Triangle Organizational Development Network) conference (link to a blog summarizing the conference) – 2016 Global Human Capital Trends. As I attend various conference and meetings, I am always on the look out for emerging innovative trends in the business world. And indeed, the TODN conference did have such an innovation; they employed a graphic recorder Caryn Sterling of Drawing Insight to graphically record the presentations and discussion in the four trend areas.

Here is a brief interview with Caryn discussing more of this process

STAN: Caryn, could you explain a little more about what graphic recording actually is?
CARYN: Graphic recording is live capture of presentations and conversations in real time, using creative lettering and illustrations. It can be a conference keynote, ideation session or workshop. Any time people gather to learn, share or innovate, an illustrated chart of the experience helps everyone remember more. Retention goes up 60 – 80% when using graphic recording and it provides a wonderful take away.

STAN: What unique value does your process offer to companies and organizations?
CARYN: Many of my clients comment on how nice it is to be able to participate fully in the meeting, knowing I will capture all the important information. Seeing the meeting emerge on the wall keeps the energy up and timing on track. It’s easy to see how much has been accomplished and what still needs to be addressed. It’s also helpful that all participants go home with the same notes/information.

STAN: Do you feel it is critical for you to have a strong understanding of business in general in addition to art to be able to accurately depict the discussion?
CARYN: Yes and yes. One of the benefits of my work is attending so many business conferences and high level meetings keeps me up to date on trends. I stay active in the arts and continue to build on skills. When I’m not on site, I’m often creating illustrations for explainer videos, which helps me grow as an artist.

An example of one of Caryn's completed graphics

An example of one of Caryn’s completed graphics

STAN: Is there anything else you would like to tell our readers?
CARYN: One of my favorite things about my work is how it helps people and how much they enjoy it. I love it when a speaker tells me after a keynote that I chose the perfect image for the message, or when I’m working with companies and my drawings spark a big aha moment. I love the effect graphic recording has on people and how it adds joy to an event.

STAN: How can people get a hold of you to explore your services for their organization?
CARYN: Yes, the best way to reach me is by e-mail at caryn@drawinginsight.com, check out my website http://www.drawinginsight.com, and you can follow me on twitter at @drawinginsight.

STAN: Thank you, Caryn. I enjoyed the graphics you created at the TODN conference I attended, and they are a great reference! I wish you the very best of success in your business.

Current Global Human Capital Trends from the Triangle Organization Development Network

The Triangle Organization Development Network (TODN) is an organization development community providing opportunities for personal and professional learning, development, and support for members and associates in the Raleigh - Durham - Chapel Hill area of North Carolina.

The Triangle Organization Development Network (TODN) is an organization development community providing opportunities for personal and professional learning, development, and support for members and associates in the Raleigh – Durham – Chapel Hill area of North Carolina.

I belong to a local professional organization called TODN – Triangle Organization Development Network. TODN is committed to developing the field and practice of OD through sharing best practices, innovations, trends, research, approaches, and techniques. In April they had their annual all-day conference with the topic this year being “Global Human Capital Trends in 2016.”

The conference was an excellent combination of short fast-paced “Ted Talk-like” presentations and interactive group exercises and discussions. And the TODN added an innovative twist to the conference by employing graphic recorder Caryn Sterling of Drawing Insight to graphically record the presentations and discussion in the four trending areas. Be looking for a future blog soon about this innovative process.

Here is a brief summary of the four global human capital trends that were presented:

1. Trends in Leadership from Rick Miller, Miller Training and Development. He shared a model illustrating that leaders operate out of three different orientations: Professional – a focus on meeting certain standards, bureaucratic – adhering to organizational rules and norms, and political – more focused on the relationships between people. It is critical for effective leaders to understand their own leadership orientation leanings compared to the organization they are working within.

2. Reinventing Performance Management from Ann Jones and Julia Curtis of Quintiles. Ann and Julia reviewed the evolution of performance management using their work at Quintiles (a major Pharmaceutical firm) as a case example. Over the past several years, performance management has continued to evolve from an annual one-sided process of a manager rating an employee to more of an ongoing interactive discussion that benefits both the company and the employee. Discussions are at least quarterly, and the short more frequent conversations include beneficial feedback and goal resetting if necessary. This ongoing discussion eliminates surprises from the annual review, helping to remove fear and contention from the process.

3. Workforce on Demand from Keith Langbo, Founder and CEO of Kelaca. Keith discussed the growing trend of the “contingent workforce” which often includes contractors hired for short term needs, for a single project, or even as a trial before becoming a “full time regular employee.” He estimates that the contingent workforce is now 34% of total workers, and may grow to 50% by 2020. But the hiring of the contingent worker has to be purposeful with a focus on making sure there is a good cultural fit so that business results and employee satisfaction can be maximized.

4. Employee Engagement from Bucky Fairfax of RTI. Like the second discussion above, Bucky provided a corporate perspective on this topic based up work he is leading at RTI International, a leading scientific research firm. He defined employee engagement as the emotional commitment that an employee has to an organization and its goals. And in a recent Deloitte study, culture and engagement is the current top concern of Human Resource leaders. Bucky shared that RTI is now underway in a major work effort focusing on employee engagement that includes growing skills and competencies, enhancing diversity and inclusion, performing meaningful employee surveying and providing opportunity for professional growth.

Of course in this short blog I can only scratch the surface of a full day of material. Those locally in the Raleigh – Durham – Chapel Hill, NC area should consider becoming involved with TODN to learn more about these and other topics in the Organization Development sphere.

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