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Hope Galvan-McCall, Director of Organizational Development, Learning & Talent Management, HR/OD Alamo Colleges, San Antonio, TX, USA

Briefy describe what is involved in Organizational Development, and to what degree you rely on internal and external resources.
Combining Organizational Development with Learning & Talent Management systems to reside under one
department has been benefcial. Tis has allowed us to align our talent development strategies and our key
strategic priorities for the institution. We use a methodology that impacts our vision and allows us to plan,
develop, deliver, execute, and improve how we develop talent, with a key focus on impacting our business
(strategic) goals. We rely on approximately 60% internal facilitators and 40% external resources.
What have been the keys to your success in building leadership capacity?
Our one goal, one philosophy approach has been the key to building capacity. Tere is a leader in every seat (leadership
philosophy) at Alamo Colleges with the intent to impact Student Success and Performance Excellence (our vision). In other words,
every person is a leader and expected to take a leader role. Tey can lead their own work and the activities for which they are
responsible. We are strong advocates of self-leadership.
What are the main challenges in developing leadership capacity in organizations?
Of course, as you move to make change, specifcally transformational change, there will be resistors and detractors. We have seen this
decrease as we have continued to focus on our foundational philosophy and “stay the course” of ensuring there is a leader in every seat!
We are strong advocates of self-leadership

Karen Martley, Associate Vice President, Continuing Education & Organizational Development, Johnson County Community College, Overland Park, KS, USA

Briefy describe what is involved in Organizational Development, and to what degree you rely on internal and external resources.
My role in Organizational Development at JCCC is to provide leadership to address ongoing changes. Te work
I do in OD is key to supporting employee success and long-term strategic planning initiatives. My internal
resources include a staf of two coordinators who implement and facilitate training to faculty and staf. I also
hire faculty to teach specifc topics. My primary external resource is the JCCC Continuing Education branch.
Te CE branch is a partner for technical, leadership, and customized training for JCCC employees. Te
partnership allows my staf to work on JCCC-specifc orientations, mandatory compliance issues, management
development, and customized topics.
What have been the keys to your success in building leadership capacity?
Being open to new programming and external resources. JCCC has an internal Leadership Institute program followed by ongoing
development opportunities with a larger group of alumni. External leadership opportunities include the Chair Academy, LERN,
Kansas CCLI, local chamber leadership institutes, and a Kansas City higher education consortium. It is important for employees
to network and share best practices of campus as part of their leadership development.
What are the main challenges in developing leadership capacity in organizations?
Te primary challenges are funding and time. I fnd that the time commitment is usually a bigger issue than the funding.

Kendal Regan, Organizational & People Development Specialist, Vancouver Community College, Vancouver, B.C., Canada

Briefy describe what is involved in Organizational Development, and to what degree you rely on internal and external resources.
Te goal of OD is to help organizations improve their problem-solving capacities and change readiness, ofen
through culture change. Largely, the people doing the work, who understand the processes and system pressure
points, are the people with the solutions. Occasionally though, the perspectives of external individuals help
people within the system see things through a diferent lens and can lead to quicker diagnosis of issues.
What have been the keys to your success in building leadership capacity?
One of the keys to building leadership capacity I think is fostering a coaching culture. Te philosophy behind
coaching is that people are highly capable, resourceful individuals who are able to determine the right course
of action. When leaders adopt this approach to working with team members, this builds every individual’s
capacity to solve problems.
What are the main challenges in developing leadership capacity in organizations?
Learning is a social process and learning happens through face-to-face interactions, dialogue, and collaboration with others.
Scheduling people together so that collaborative leadership learning can happen can be a challenge. While we are fortunate to have
many technologies at our disposal to assist with collaboration, nothing can replace the richness of face-to-face communication.

LEADERSHIP Vol. 22.1 Spring/Summer 2016 5

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