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IOD Feature: An interview with Ann Louise Tisdale-Ramos

Ann Louise Tisdale-Ramos, MBA is currently the Senior Manager of Talent Development for Envision Physician Services an organization comprised of 30k+ team members coast to coast.  As a leader in the OD and TD field, she is most recognized for her ability to connect people and thoughts while creating healthy work cultures.  Considering everyday leadership as important as executive leadership, she has worked with a wide variety of clients from physicians to CEOs, to the most valuable front facing employees of an organization. “Appreciating everyone’s inherent worth” is a core value of hers and that shows in her work and career. Ann Louise holds an MBA with a focus in Strategic Management from the University of Miami as well as a Bachelors Degree in Justice from American University. She is certified in The Leadership Circle, Extended DiSC, DDI Facilitation, DDI Targeted Selection, Myers Briggs, Management Professional Growth, Covey’s What Matters Most and is Yellow Belt in Six Sigma.

 

Why were you drawn to the field of OD?

AT: That is such a great question. My interest evolved. What drew me is the connection and alignment of the work we do. So much of other HR and business fields have historically been in their specialty.  The idea of creating a healthy workplace where our values, goals and mission aligns, is truly the work of OD and that simply makes sense to me.

 

What was your career path to enter the field?

AT: It all started in training and development at the University of Miami. I did some essential skills training and then worked on a large system implementation while earning my MBA at UM with an emphasis in Strategic Management – essentially OD and mergers and acquisitions… I then led the Training and Development (T and D)  function at Norwegian Cruise Line – which is where my OD skills emerged and grew, landing eventually at Baptist Health South Florida, which at the time was the stronghold of OD for South Florida. Fast Forward – kids, some time off I re-entered through the training gate and am not firmly back in OD.

 

How many years have you practiced OD?

AT: Gosh….Purely OD 8-10 of the 25+ years of my career. I tend to be exact…with the other years really being more T and D and Consulting.

 

Where do you fit on the organization chart?

AT: My first instinct is to ask – “why does this matter?” because I think we can be really locked in to “if only I reported to so and so…” And a skilled OD person can work anywhere in the organization. To answer your question, I work like this: CEO –  CAO/CHRO – VP TD – ME in a 40K organization.

 

How does your leadership team support Organization Development?

AT: They support it once they know what it is….they are hungry for belonging to a healthy organization.

 

What types of OD interventions have you worked on?

AT: What haven’t I worked on…I’ve done large re-orgs for structure and integration, competency assessment and hiring models, change management adoption, facilitation, leader assimilation, communities of practice, strategic planning sessions, multi-raters, coaching both performance and executive and engagement…I’ve also done quite a bit of true intervention work with getting teams to work again: challenging and rewarding.

 

What competencies and strengths are required to be an OD professional?

AT: I am going to lean on SHRMs definition…with the most vital being

 

Credible Activist: Combines credibility and activism, often referred to as “HR with an attitude.”

Culture and Change Steward: Facilitates culture changes through the development of disciplines and implementation of strategy.

Business Ally: Contributes to the success of the organization by understanding the business of the business and planning change as the organization evolves.

Diagnose and analyze.

Design and choose appropriate interventions.

Facilitate and Process Consultation.

 

What are some of the current projects you are working on?

AT: Talent Identification for Succession planning and Performance Management Integration with Culture and Values alignment

 

What are the keys to success when helping organizations implement change?

AT: Really get comfortable with the true “why” are we doing this, then train up your team to deal with the resistance. I use several models to help but most importantly, William Bridges’ Transitions and Kubler-Ross Change Curve.

 

Where did you learn how to practice OD? What certifications did you complete?

AT: Most recently, I completed The Leadership Circle 360 Certification and completing IOD’s ECCP certification. I am also certified by DDI in Facilitation and Targeted Selection, What Matters Most by Covey, Managing Professional Growth, Blessing White, Extended DiSC and a few others…

 

What recommendations would give to OD professionals about influencing senior leaders and gaining involvement and commitment?

AT: Know their why and priorities.

 

What skills do members of an organization need to be more effective in implementing change?

AT: As silly as this sounds, know that it is a discipline. And just like their accounting disciplines, time management disciplines, executive board protocols, there really is a learnable science behind change management.

 

Where do you see yourself in 5-10 years? What skills/experience will you need to achieve your goals?

AT: I see myself as the VP of Organization Development for one organization. While consulting privately is always going to be on the radar, I value the connection to an intact business model and deliverable. The skills I’m working on now are really functioning as the COE and not the do-er. Empowering leaders to do the hard work of OD with some guidance from myself and colleagues to take their teams to the next level.

 

Why is a strategic approach to Talent Management important for organizations to be successful?

AT: This Question….Your organization is your people. If you aren’t strategic about thinking about your people (First who then what…) you really don’t have a snowball’s chance of success.

 

Why is Performance Management (PM) a necessary component of your Talent Management Strategy?

AT: So many reasons. First it is the connective tissue of conversations that tie the leader and the teams. PM is the guard rail if you will, to ensure the important conversations are occurring about performance, goals, growth, engagement. I recently read “Performance management is the tool of mass engagement…” How true!!!!  Then second is the line of site…to how are we doing?  Where can we leverage strengths and where can we close some gaps.  The metrics are also incredible: are our PM systems in line with our Diversity and Inclusion practices? Are the areas with exceptional PM also the areas with exception goal attainment? An organization would not go for a day without an accurate accounting and financial system and yet, many routinely go without a robust PM system…. Think about that!

 

What does “reinventing yourself” mean to you?

AT: A wise colleague shared with me 15 years ago: “We do different things at different times in our lives…” There are seasons and reasons for doing what we do. So I look at each season and say, knowing now, how can I grow, what can I learn, who do I want to be…that is “reinventing yourself.”

 

What are some of the most important aspects of being a trusted advisor to your leaders?

AT: Be with them. When you are with your leaders, really be present. Listen to what they are saying. Go in with no judgement or thought about what they “need.”  And then, deliver.

 

IOD offers online Organization Development Certification Programs to help participants gain skills to advance in their career in the field of OD.  If you are new to OD, you will benefit from the OD Process Consulting Certification Program (ODPC).  If you have been in the field for several years but lack formal OD training, the Organization Development Certification Program (ODCP) will provide you with the tools and skills needed to advance in the field of OD.  We offer Certification programs in the areas of Talent Management, HR Business Partner, Leadership Development and Executive Coaching.

 

IOD’s OD Certification Programs are offered online over 8 months, meeting 3 hours per month.  Each session is delivered through Go-to-training.  Our expert faculty provide interactive discussions, examples, tools, guidelines, and resources to enrich your learning experience.