Organizations of the 21st Century are influenced by the technological environment, enhanced by the quality of group interactions, and subject to the continuous learning processes necessary for sustaining growth in the global marketplace. 

During this unique period of significant expansion for the Huntsville/Madison County/Decatur communities, the value of integrating the aforementioned qualities into the development of the successful
organization is critical.   With that said; "Industry experts claim that organizational change initiatives continue to experience a failure rate approaching 70."  Many change initiatives focus on
the "change" itself, instead of on the implications for the individuals experiencing the change.
It is counterintuitive that generally, "change" initiatives are implemented without first benchmarking the potential response of the individuals experiencing the change.  Lori and Victoria will discuss how exciting new tools in the field of change management can help organizations anticipate and adapt efficiently to change initiatives, both large and small.

Lori King-Taylor, M.Ed. has extensive experience in leadership development and organizational effectiveness and has worked with a wide variety of industries including automotive, financial services, manufacturing, aerospace, technical and non-profit organizations.  Ms. King-Taylor specializes in helping companies and their employees develop the skills and strategies needed to improve individual, team and organizational performance.

A highly effective workshop facilitator, consultant and executive coach, she has worked with individuals at all levels at the organization.  She specializes in human performance development  including areas of effective communication skills, executive image, leadership development, motivation, conflict resolution, meeting facilitation and change management.

Ms. King-Taylor holds Master of Education in Training and Development from The Pennsylvania State University.  She is certified to administer the DiSC Profiles, Prism 360 and the Index of Emotional Intelligence.

Victoria M. Grady, Ph.D. completed her Doctor of Science at the George Washington University in May 2005. Dr. Grady's dissertation focused on the inherent loss of stability suffered by organizations introducing and implementing organizational change initiatives. The research resulted in a validated model explaining the tendency of individuals, often subconsciously, to struggle, resist, and potentially disrupt the organizational change initiative.

Dr. Grady has continued to build upon her research in the field of change management and extended her original model to include a validated index that quantitatively measures the tendency of individuals within the organization to embrace organizational change initiatives. The index focuses on the employee, and how factors inherent in change affect their performance. Subsequently, this shift in performance will have a negative impact on the overall health of the organization.