CURRICULUM VITAE. Organizational Behavior, Benedictine University Thesis Title: Leadership Development and Succession Management, 2004

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1 Sarah Aldria Malone Ph.D N. Sheridan 12A Chicago, IL / EDUCATION PhD Organizational Development, Benedictine University, 2007 Dissertation Title: Creating Organizational Capacity for Continued and Adaptive Change Dissertation Committee Chairperson: Peter Sorensen M.S. Organizational Behavior, Benedictine University Thesis Title: Leadership Development and Succession Management, 2004 B.A. Human Resources Development, Northeastern Illinois University, 1987 RESEARCH INTERESTS Complexity in human systems, organizational agility, continuous and adaptive organizational change, hologram as metaphor for organizational change, complexity leadership, appreciative leadership TEACHING EXPERIENCE Northwestern University: Post MBA and Executive Education: Change Management, Appreciative Inquiry, Energizing and Motivating Employees MS Learning & Organization Change: Action Learning University of Chicago Graham School of General Studies: Transcending Differences: Using Diversity to Strengthen your Organization; Managing Your Multi-Cultural Workforce Loyola University: North Park University: Aurora University: Organizational Development and Change (2008) Building Community with Appreciative Inquiry: Lecture (2007) Human Resources Management and Organizational Development Practices: Lecture (2002) Page 1 of 5

2 ARTICLE SUBMISSIONS CURRICULUM VITAE Malone S. Developing Organizational Capacity for Continuous and Adaptive Change. Journal of Leadership and Organizational Studies. (2009) Malone S. Creating Organizational Capacity for Continuous and Adaptive Change. Midwest Academy of Management, Kansas City MO. (2007) Malone S. Creating Organizational Capacity for Continuous and Adaptive Change. Global Organization Development Conference, Shenyang China. (2007) PUBLICATIONS Malone, S. (2009). Creating Organization Capacity for Continuous and Adaptive Change. Academy of Management Conference Proceedings. Chicago, Illinois Lewis, D., Medland, J., Malone, S. (2006). Appreciative Leadership: Defining Leadership Methods. Organizational Development Journal, 24(1), Malone, S. (2006). A Road less Traveled, Institute of Socio-Economic Companies and Organizations Conference, Organizational Development and Change division of the Academy of Management Conference Proceedings. Lyon France Malone, S. (2004). Leadership Development & Succession Management. Pro-Change conference proceedings SCHOLARLY PRESENTATIONS Creating Organizational Capacity for Continuous and Adaptive Change, paper accepted and presented at the Academy of Management, Chicago, IL 2009 The Journey Begins Toward Change Sustainability: Creating Capacity for Continuous and Adaptive Change, Midwest Academy of Management, St. Louis Mo, 2008 Creating Organizational Capacity for Continued and Adaptive Change, Midwest Academy of Management, Kansas City, Mo, 2007 Creating Organizational Capacity for Continued and Adaptive Change, Academy of Management, Knowledge / Action Doctoral Consortium, Atlanta, GA, 2006 Organizational Change Sustainability: A Road Less Traveled, Presented at the Institute of Socio-Economic Companies and Organizations Conference, Doctoral Consortium, Organizational Development and Change Division of the Academy of Management, Lyon France, 2006 Organizational Change Sustainability: A Road Less Traveled, Presented at the Southwest Academy of Management, Oklahoma City, OK, 2006 Sustaining Appreciative Change: The Leader s Role, Presented at the Midwest Academy of Management Conference, Chicago, Illinois, 2005 Leadership Development & Succession Management, Presented at Pro-Change Conference, Chicago IL, 2004 LEADERSHIP COURSES, SYMPOSIUMS & CONFERENCE PRESENTATIONS Appreciative Leadership: Creating an Inclusive Campus Community, Northwestern University, Multicultural Student Affairs conference (2009) High Impact Change Agents: Leading and Managing Change, McCormack Tribune Fellows annual conference, Chicago, 2008 Appreciative Inquiry The 5 th D: Strategic Discovery & Strategic Alignment, Chicago Chapter American Society for Training and Development, 2006 Change Agency: Understanding and Championing Change, Association Forum of Chicagoland, 2006 Managing the Generation Divide: Collaborate or Collide, National Court Reporters Association, Annual Conference 2004 Page 2 of 5

3 Career Strategies, Future Leaders Symposium, Xerox / General Electric, Holistic Succession Management, Institute for Diversity in Health Management, Annual Conference, 2002 Leadership Competencies for the 21 st century, Institute For Diversity In Health Management, Annual Conference, 2000 PROFESSIONAL ORGANIZATIONS Academy of Management Organizational Development Network Association Forum of Chicagoland National Black MBA Association PROFESSIONAL PROFILE Organizational Development and Human Resources professional with proven success developing, implementing strategies in support of organizational goals, values and mission. Change agent and leading-edge thinker developing solutions to position organization for effectiveness in response to changes in business conditions and delivery processes. A dynamic communicator, team builder, facilitator and leader with professional / personal ethics and integrity of the highest standards, Ms. Malone has worked in business services, healthcare, community development, association management, manufacturing, education and transportation sectors in both the US and Canada. KEY SKILL AREAS Organizational Development Strategy, Leadership Development, Culture Change / Transformation, Succession Management, Appreciative Inquiry / Positive Change.,inclusion & Diversity, High Performance Team Development, Employee Development, Recruitment / Retention, Employee Relations EMPLOYMENT HISTORY The AldonMalone Group ltd, Chicago IL Principal Consultant 5/99-Present Applying sound organizational development (OD) principles and practices assists, clients with optimizing leadership talent and maximizing employee s strengths so that they can achieve their goals. Works with clients to plan, integrate, align and evaluate OD strategies that support achieving the organization s mission, vision, values and sustaining a high performance work culture. Engagements and projects include: Provided consultation to leadership team. Designed and facilitated Appreciative Inquiry (Positive Change) series of employee meetings to communicate organization and service delivery redesign. Engaged staff in the change process; fostered buy-in and support for the change. This work resulted in a 50 percent improvement in patient satisfaction. (Healthcare) Designed and facilitated a leadership development symposium series that focused on leadership roles, leadership practices, tools and building trust and commitment. (Healthcare) Provided consultation for the design and implementation of mentoring program, including the program s definition, purpose, goals, objectives, guidelines (identification, application, selection and orientation processes, statement of responsibilities, measures of success, program monitoring and evaluation. (Association Management) Page 3 of 5

4 Taught a leadership development program with emphasis on leadership behaviors and practices. The learning methodology included small / large group exercises, business simulation, executive dialogue, videos, case studies, skill practices, learning & action planning. (Canadian Transportation Company) Designed and facilitated the Executive Team diversity initiative. Executive Team developed definition, objectives, purpose business case / message, competencies, organizational structure. Designed and facilitated diversity training for executive team. (Healthcare) Designed and facilitated the Board s strategic planning retreat and conducted staff development that resulted in creating the organization s strategic and operational plan which included its mission evaluation, vision, guiding principles, internal and environmental assessment, strategic imperatives, and objectives. The operational plan included goals, accountabilities, outcomes, measures of success, time lines, resource requirements, etc. This strategic process was designed for maximum employee and stakeholder engagement. The process resulted in the staff s participation in creating the strategic plan and in using the plan s framework to develop performance criteria and measures of success. (Community & Economic Development) Consulted with the President and CEO of a faith-based community development organization. Designed an appreciative process based on the Enlightened Leadership framework and whole system engagement models to facilitating the Education Council. The Council developed a programmatic model and strategies for increasing graduation rate for Chicago inner-city high school class of Designed and coordinated the organization s annual retreat during which the model was presented to the community, educators, administrators, partners and collaborators e.g., community residents and businesses, social service, healthcare, higher education organizations, Chicago Public School leaders and staff, local and state government officials, etc. Retreat design encompassed action research and strategic planning. methodologies. (Community Development) Designed and conducted an organizational assessment, worked with leaders to identify and assess structure options, staffing requirements, develop functional key accountabilities, evaluate Human Resources programs and organizational Human Resources requirements. (Environmental) Designed and facilitated a leadership planning retreat with emphasis on the integration of two newly merged organizations. Through this high engagement process, facilitated the leadership team and staff in crafting the organization s first mission, vision and values. The retreat also focused on developing high performance team effectiveness. (Law Firm) Advocate Health Care, Oak Brook, IL Vice President, Human Resources Assessed requirements, designed, developed, implemented and integrated HR and OD strategies & programs. Selected accomplishments include: Created organizational learning & development department responsible for design & facilitation of team and leadership development. Development & implementation of succession strategy, included individual & organizational assessment, bench strength analysis, leadership competencies, individual, team and organizational strategies. Facilitated whole system change using the Conference Model, resulted in the creation and implementation of new business and service delivery model. Led the staffing, training, communication and evaluation efforts that supported the transition. Coached leadership team members on various staff and management HR issues, opportunities and constraints including performance, career and succession matters. Page 4 of 5

5 Conducted merger / acquisition due diligence; implemented HR culture integration for acquired businesses. Developed and implemented HR planning, recruitment and retention strategies. Implemented and managed performance management and salary planning programs Implemented Redesigned field service compensation to align salary expense to revenue. Led labor negotiation team. Negotiated union contracts and pay practice changes to include performance criteria. Designed and implemented employee engagement strategy which included Continuous Quality Improvement curriculum taught by and for non-exempt employees. Northwestern Memorial Hospital, Chicago, IL Human Resources Consultant Conduced organizational development assessment that resulted in employee involved reengineering of the Bio-Med Department s organizational structure. Co-designed and instructed management development courses. Managed and investigated employee relations and grievance issues. Dun and Bradstreet Software, Schaumburg, IL Regional Human Resources Manager Recruitment and selection for sales management, sales representative, consulting, staff support positions. Conducted organizational assessments, designed and implemented OD interventions including new manager assimilation programs, management training, employee surveys, focus groups. Northrop Defense systems, Rolling Meadows, IL Career Development Specialist Counseled entry and mid-level engineers on career strategy and promotional opportunities. Bell and Howell Company, Lincolnwood, IL Human Resources Division Manager, Employment Supervisor, Compensation Analyst / Employee Relations Representative Managed employee and management relations. Coached managers and counseled employees to maintain a union free environment. Responsible for interpreting / administering employee relations policies, management coaching and training, employee counseling. Managed recruitment and selection process. Designed and facilitated management and employee outplacement program. Administered compensation and benefit plans. Page 5 of 5

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