Aspen Organization Development Consulting Summit Archive
 Differences in the Responses of Managers to 360- degree Feedback in Low, Medium, and High Power-Distance Cultures
by Kevin Nash, Ph.d., President, Aspen Organization Development Consulting
Management, as the word is presently used, is an American invention. In other parts of the world, not only the practices, but the entire concept of management may differ. The theories needed to understand the practice of management in diverse cultures may deviate considerably from what is considered normal and desirable in the United States (Hofstede, 1993). more
 Personal Values Systems and Organizational Culture:
The Importance of Alignment for Hiring and Team Development
by Kevin Nash, Ph.d. and Magda du Preez, M.A.
Assessing job candidates is a growth industry as organizations look for ways to reduce the risks of making poor hiring decisions. The risks can be considerable. Some estimates have put the cost of a bad hire as one-and-a-half to three times their annual salary. Assessments of job competencies, leadership abilities, and personality are routinely used to determine person/job/organization fit. Increasingly personal values systems assessments are also being used as of ensuring alignment between the candidate's values and the organization's culture.
This paper explores why the alignment of employee’s personal values systems and the organization’s culture may be important. A case study will be provided showing how one organization uses values systems assessment to predict organizational fit with job candidates, and a tool to assess personal values systems will be described.
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Creating Effective Teams
by Magda du Preez
Choosing the right team members, whether it is for an executive team leading a multi-national corporation, a baseball team playing in an important game, or entrepreneurs striving to establish a start-up, having the right team composition makes the difference between winning and losing. read more...
When Personal Values & Organizational Cultures Collide
by Kevin Nash and Magda du Preez
Assessing job candidates is a growing industry as organizations look for ways to reduce the risks of making poor hiring decisions. The risks can be considerable. Some estimates have put the cost of a bad hire as one-and-a-half to three times their annual salary. Assessments of job competencies, leadership abilities, and personality are routinely used to try and ensure a good person/job/organization fit. read more...
Aspen OD Showcases at NYS SHrM
On June 13-15, Aspen Organization Development Consulting showcased their world-class OD and HR services at the 2008 NY State, Society of Human Resources Management Conference in Saratoga Springs, NY. read more...
by Kevin Nash
The stereotyping of “Gen Yers” (born between 1982 and 2002) by Baby Boomers (born between 1943 and 1960) and “Gen Xers” (born between 1961 and 1981) tends to be that they have short attention spans, are spoiled, disrespectful, and technology-dependent. In reality it is probably more accurate to describe Gen Yers as fast-paced, multitasking, fun-seeking, and technology-savvy. read more...
by Scott Brier
It’s no secret that an organization’s ability to continually improve how it operates has become an essential competitive aspect of doing business. Organizations that successfully design and manage transitions to improved ways of doing things – that is, effectively manage the change -- grow and profit faster than those that do not. read more...
by Aiden Quinn
The economy is clearly not in good shape. We may or may not currently be in a recession, and while conditions won’t get nearly as bad as the Chicken Littles of the world would have us believe, they most certainly won’t improve either. Well, dramatically, anyway. read more...
by Kevin Nash
A couple of hundred years ago Thomas Jefferson said “No duty the Executive had to perform was so trying as to put the right man in the right place.” A couple of hundred years later we still have the same problem – how can we make sure we are hiring the right person for the job? Many managers count themselves as pretty good at selecting the best candidates; however, it is sobering to learn that, according to Lyle Spencer, PhD, regular interviews have a predictive accuracy of as low as 5%! read more...
by Magda du Preez
Making the right hiring decisions for key leadership positions is one of the hallmarks of a successful executive. However many factors impact what “right” means in any given context. Good judgment is only possible if the understanding of what the business situation calls for is accurate and clear. It requires more than 'gut feel'; it requires clarity on what is required from a candidate given: read more...
Kevin Nash to Speak at the Institute of Behavioral and Applied Management Conference in Orlando, FL
The Institute of Behavioral and Applied Management (IBAM) provides a forum for management educators, business practitioners, and students to share their ideas, research, and experiences in a friendly and supportive environment. These adjectives and others like "constructive" are typical of comments made by participants of IBAM conferences. Session discussions are lively, informative, stimulating, broad-based, and helpful to presenters and participants alike. The IBAM conference is an excellent outlet for completed research, work-in-progress, and the sharing of experiences in a variety of management sub-fields through refereed paper sessions, symposia, workshops, and panel discussions (source: IBAM). Kevin Nash will deliver a presentation on the importance of personal value systems with organizational culture.
"The most important corporate resource over the next 20-years will be talent. It is also the resource in shortest supply." - Fast Company Magazine
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