Transcript Document

Tonya Braddock,
Manager of Organizational Development
Meritor, Inc.
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In 10 sentences or less, tell us about your profession, your organization, and your personal interests.
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I’d describe my profession as organizational development – this includes change management,
competency assessment & development, organization design & development, organization
effectiveness, workforce planning & analytics and employee engagement strategies.
Most people don’t know that I have an engineering degree and worked as an engineer at GE for
many years.
I’ve been with Meritor, Inc in Human Resources function for last 6 years.
Meritor is a global leader in providing innovative drivetrain mobility and braking solutions for
original equipment (OE) manufacturers of trucks, trailers and specialty vehicles, as well as the
related aftermarkets in the transportation and industrial sectors. Our global footprint in North and
South America, Europe and Asia Pacific is represented by approximately 10,000 employees in 19
countries.
My personal interests include “reality” TV, period movies, playing golf and pretty much anything
artistic and/or creative.
Why is organizational culture and/or leadership development a topic of interest to you?
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I’m focused on org design & development and find org culture, leadership development, org
design and development are all connected.
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Tonya Braddock
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How would you currently describe the link between leadership and culture?
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How would you define organizational culture?
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How things are done in the organization and what is acceptable or not.
What do you hope to gain from this workshop?
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Leaders set the tone and direction (vision/mission) and greatly influence the culture or how things
are done at the company.
Further insight into the Denison Model so I can effectively analyze the results we receive from the
Denison Org Culture Survey.
Steer my organization through the action planning process so we can move the needle.
Do you have any pain points, challenges, or specific topics that you would like to have addressed during
the workshop?
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Would like to be able to tackle the “ok - now what?” After the results are analyzed, what next
steps need to happen to ensure we move the needle?
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Best practices – any best practices to share from clients?
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Don Evans,
President, DJE Holdings Ltd.
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In 10 sentences or less, tell us about your profession, your organization, and your personal interests.
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Work in partnership with Bennink Consulting, Portland, OR
Core focus - leadership and team development, organization culture change, strategy and
performance management
Career Thumbnail - 31 years in telecommunications industry, started on shop floor, last ten years at
Executive level
Life Change Moment - attended Harvard Business School in 1993, while there made decision to try
something different in my future, returned to corporate for four more years then "retired" in 1997 to
start DJE Holdings (1997 to present)
Highlights - helping leaders and organizations achieve lasting change, give half my time to non
profits these days. Travel globally, some highlight work moments would be working with Police in
Northern Ireland as part of peace process (2001 - 2005), doing leadership development in China
(2006 - 2010) and service excellence work in Lebanon (2000 / 2001)
Personal - married to Debbie, have daughter and two grandsons near home and son in Phoenix,
AZ. Major passion for heritage railway preservation, enjoy photography, hiking, piano playing, 1967
Nova SS car
Why is organizational culture and/or leadership development a topic of interest to you?
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Have always enjoyed the power of creating a culture in an organization and supporting it to
deliver exceptional results. This is now part of the work that I do and am curious to look at the
Denison model.
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Don Evans
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How would you currently describe the link between leadership and culture?
 I feel it is a strong one - leadership can either support and nurture and effective culture or cause
culture development to be stifled.
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How would you define organizational culture?
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What do you hope to gain from this workshop?
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It is the compendium of values, leadership, and practices of how things really happen in an
organization. A functional relationship between the leadership, the people and the environment in
which they work leads to the types of behaviors that occur and the results that are achieved.
An understanding of the Denison culture assessment model and whether / how it can be used in a
role of ongoing culture measurement.
Do you have any pain points, challenges, or specific topics that you would like to have addressed during
the workshop?
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Just Culture Measurement
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Don Novess
The Highland Group
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In 10 sentences or less, tell us about your profession, your organization, and your personal interests.
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I am currently a Senior Consultant with The Highland Group. I have been with Highland for the
past 7 years and before that I was a part of the United Research/Gemini Consulting organization
for 20 years working with fortune 500 clients around the world. ork in partnership with Bennink
Consulting, Portland, OR
Core focus - leadership and team development, organization culture change, strategy and
performance management
My areas of specialization include operations, change management/mobilization, leadership
alignment and sustainability.
The Highland Group is a global business consulting firm committed to delivering measurable
financial results for our clients. Founded in 1991, we serve industry-leading companies around the
world from our offices in North America, South America, Europe and Africa.
Our senior professionals bring extensive business experience from a wide variety of industries and
disciplines, including cost optimization, engineering, maintenance, sales and marketing
effectiveness, shared services, working capital management, supply chain management, finance
and accounting, private equity value creation, warehousing and distribution, organizational
development and more.
My personal interests include travel, cooking, motorcycles, biking, watersports, photography and
design.
Why is organizational culture and/or leadership development a topic of interest to you?
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Culture is a key component of change management, leadership and sustainability, which are key
issues I deal with everyday in helping organizations improve their performance.
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Don Evans
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How would you currently describe the link between leadership and culture?
 Each leader leaves a mark to preserve and/or influence culture, usually ever so slightly. Highland
believes that reward and recognition practices are at the core of organizational culture. By
understanding the reward and recognition practices, one may quickly understand the culture. The
behaviors that leaders reward/reinforce tend to get repeated which can become part of the
organization’s culture.
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How would you define organizational culture?
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What do you hope to gain from this workshop?
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Highland describes culture as “the distillation of the dominant executive or management style of
those who have led and presently lead the organization”.
I would like to leave with an in-depth understanding of how to interpret the OCS results into specific
opportunities/needs and potential actions. I would also expect a better understanding of the relationship
between the OCS and high performance organizations.
Do you have any pain points, challenges, or specific topics that you would like to have addressed during
the workshop?
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Please see previous answer. I would like to speak individually with a Denison Leader about how I
am using the OCS with my global clients, a few of the challenges I have encountered and
potential solutions to those challenges.
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Stuart Morse
President & Co-Owner
The Morse Group (TMG) and Morse Fine Art Studios
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Stuart Morse
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