Bio: Victoria Marie Grady
Victoria M Grady completed her Doctoral Studies at the George Washington University in May 2005. Dr. Grady’s dissertation and subsequent research focuses on the inherent loss of stability suffered by organizations introducing and implementing organizational/technological change initiatives. The research resulted in a validated model explaining the tendency of individuals, often subconsciously, to struggle, resist, and potentially disrupt the organizational/technological change initiative. The original model has been extended and includes a validated index that focuses on employee and how factors inherent in change impact the overall organizational performance.
Dr. Grady continues 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. Additional areas of research interest include Organizational Trust and its respective impact on organizational change initiatives.
She is currently an Assistant Professorial Lecturer in the Department of Organizational Science within the Columbian School of Arts and Sciences at the George Washington University.
Dr. Grady’s family relocated to Huntsville, AL during the Summer 2009. This is a re-assignment based on the work of her husband. The appointment at GWU is maintained through a distance education initiative that allows her to focus on development and subsequent offering of internet (online) courses previously offered only in the on-campus format. Her consulting practice is focused on issues of Organizational Change/Trust and includes federal government institutions, non-profit organizations, and private sector companies.
For more information please visit her websites at www.loeindex.com or www.pivotpnt.com or contact her directly at email@example.com
Recent Publications and Presentations:
Grady, Victoria. (2011, May) “The Qualitative Process AND the Quantitative Tool: How do YOU Improve Organizational Change Success?.” Proceedings from Inaugural Conference Association of Change Management Professionals: Global Conference. Orlando, Florida.
Grady, Victoria M, Magda, Beverly, and Grady, James D. (2011). “Organizational Change, Mental Models And Stability: Are They Mutually Exclusive Or Inextricably Linked?” Journal of Organizational Development, Accepted for Publication, Volume and No. TBD.
Grady, Victoria and Grady, James. (2011). “Critical Components of Organizational Trust: Raising the Issue, Exploring the Origin, Pondering the Cure….” Journal of Organisational and Social Dynamics, Volume 11 no 1.
Grady, Victoria M. and Grady, James D. (2010, November). “The Correlation Between Bowlby’s Attachment Theory and the Failure of Organizational Change Initiatives: Further Exploration of the Organizational LOE and Its Roots in Psychoanalytic Literature.” Proceedings of the OPUS International Conference- Organisational and Social Dynamics, London, England.
Grady, Victoria M. (2010, November). “The Binky in the Boardroom….and on the Factory Floor.” TEDx Huntsville, Huntsville, AL.
Grady, Victoria M. and Grady, James D. (2010, October).“Complexity and Organizational Change: The Impact on the 21st Century Workforce.” Alabama Workforce Development Conference: Hosted by Governor’s Office of Workforce Development, Birmingham, AL.
Grady, Victoria. (2010, April) “Measuring Individual Response to Organizational Change.” Proceedings from Best Practices in Change Management: ProSci Global Conference. Las Vegas, Nevada.
Grady, Victoria and Magda, Beverly. (2010, May). “Organizational Change, Mental Models And Stability: Are They Mutually Exclusive Or Inextricably Linked?” Proceedings of the Eastern Academy of Management, Portland, Maine.
**Grady, Victoria M., Gleckel, Erikka A., and Grody, Erin R. (2009). “The Organizational Loss Of Effectiveness (LOE) Model And The LOE Index: A Quantitative Measurement Tool For Identifying Individual Symptomatic Response To Technological Change,” Integration Journal, 97-106.
**This article received the Leadership Excellence Award.
Grady, James D. and Grady, Victoria M. (2009, November).“Critical Components of Organizational Trust: Raising the Issue, Exploring the Origin, Pondering the Cure….” Proceedings of the OPUS International Conference- Organisational and Social Dynamics, London, England.
Grady, Victoria M. (2008, June).“The LOE Index: A Quantitative Change Measure for the Individuals that are Collectively the Organization.” Proceedings of the International Society for the Study of Organizations 25th Annual Meeting, Phildelphia, Pennsylvania.
Grady, Victoria and Grady, James. (2008). “Winnicott’s Potential Space And Transitional Objects: Implications For The Organizational Change Process And Its Previously Defined Relationship To An Organizational Loss Of Effectiveness (LOE).” Journal of Organisational and Social Dynamics, vol 8 no 2, 278-297.
Grady, V., Davis, E. B., Olsen, N., Duffy, S., & Ciampaglio, T. (2008, May). The Power of Effect. Panel presentation: Papers on organizational effectiveness. Proceedings of the Eastern Academy of Management, Washington, DC.
Grady, Victoria M. and Grady, James D. (2007, June) “Potential Space and Transitional Objects: Implements for The Understanding and Management Of Organizational Loss Of Effectiveness (LOE),” Proceedings of the International Society for the Study of Organizations 24th Annual Meeting, Stockholm, Sweden.
Grady, Victoria M. and Grady, James D. (2007) “KM Technologies and the Organizational LOE: The Unintended Consequence of Constant Organizational Change,” Kevin O’Sullivan (Eds), Strategic Knowledge Management in Multinational Organizations, (pp 104-118). Pennsylvania: IGI Global.