The February meeting will be held at the National Oilwell Varco corporate office building.
Want to learn how to bring meaning back to your Performance Management process?
This session covers how one company undertook a rigorous Change Management process to completely overhaul their Performance Management process; and provides guideposts to help you reinvent your own new approach.
- Learn how to move from rating your performers to developing good employees.
- Learn how to shift your performance focus from past irrelevant goals to real-time and future projects.
- Learn how to transfer time and energy on a time-draining process to growing and engaging your people.
- Learn how to follow 6 simple steps from a real-life case study to help you manage and adopt the change for your own transformation from documentation to development.
- Step 1: Identify champions – Executive, Project Manager
- Step 2: Identify stakeholders – Governance, Execution Teams
- Step 3: Define your business case – Research, Metrics
- Step 4: Create your Communication and Education plans – Branding, Timing, Strategies
- Step 5: Plan your Implementation – Timeline, Phases, Responsibilities, Roles and Resources
- Step 6: Schedule your Evaluations – Revisions and Celebrations
ATD Competency Model– Area of Expertise this Session Supports: Change Management, Integrated Talent ManagementSpeaker: Rhonda Reeves is the Manager of Corporate Learning & Development at NOV, where she manages the corporate L&D function. She and her team primarily focus on developing learning opportunities that engage employees, are relevant to their lives at work, develop real business capabilities and provide a business impact – in other words, learning that matters.
Rhonda holds a M.S. Education in Learning Design and Technology from Purdue University, a Masters of Fine Arts from Rutgers University and a Bachelor’s of Arts from Purdue University.
Prior to moving to NOV, Rhonda worked at Purdue University in executive education for 12 years working within the Center for Excellence in Leadership and the Center for Food and Agricultural Business. In these centers she consulted with various companies including National Oilwell Varco, Syngenta, Wells Fargo, Deere and Company, Consolidated Grain and Barge, Purdue Federal Credit Union and others, including various associations. These consultations and deliverables focused on various University-partnered management, leadership, and executive management learning programs. She helped to design, develop, and deliver these programs both domestically and abroad. While working at Purdue, Rhonda also helped to manage one of the first distance-delivered online MBA programs. Prior to working at Purdue, Rhonda worked at Prudential developing training materials for customer service representatives on demutualization, remediation, internal processes and later for Financial Advisors on compliant-based and customer-focused training. Rhonda has also spent some time working as a consultant designing and developing an e-learning course for a Federal Agency on their Travel Card Training; as well as for small businesses on communication materials and practices.
NOV poached Rhonda from Purdue in 2014, after partnering with her for many years at the university. During her partnership with NOV,and as an employee, Rhonda co-designed, and continuously developed one of her most successful projects – a sales leadership program that over an 8-year period, generated over $92 million dollars in revenue from the program’s capstone project. Even more notable, the program succeeded in changing lives and transforming managers into leaders, who to this day make up a large portion of the senior positions inside the organization. Rhonda continues to design innovative learning solutions that create a real impact on the business and the great people of NOV.