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This paper presents a framework that training professionals may utilize to develop training to align learner preferences with organizational objectives.

The authors of this paper present a framework they have used throughout the United States to prepare and develop training aligned with organizational objectives and learners' preferences in the workplace.

This paper highlights the importance of understanding organizational objectives and learner preferences when designing training and provides a framework to assist trainers. Using this framework, the authors have found that they can quickly adjust training sessions to a target audience with a broad range of personalities and preferences with good results.

This framework provides training practitioners with a step-by-step guide for quickly considering the alignment of organizational objectives to learner characteristics to enhance training design.

Whilst there are pockets of excellence in the provision of Child and Adolescent Mental Health Services (CAMHS), many services fail to meet young people’s needs. Considering this, the purpose of this paper is to ascertain perceptions of CAMHS provision in a rural county of the UK to inform re-design of youth mental health services.

The study comprised of two phases: phase one involved analysis of questionnaire data of youth views of CAMHS. Phase two involved analysis of the “Have Your Say” event data which explored perceptions of CAMHS and future service re-design. Data were thematically analysed.

Knowledge of the existence and purpose of CAMHS was variable. Participants wanted accessible information about services, rights, confidentiality and for this to be provided in multiple media. Young people wanted staff who were easy to talk to, genuine, understanding and who valued their insights. Participants wanted to be offered choice about appointments, location and timing. An ideal mental health service was described as a “one-stop-shop” of co-locality and multi-agency collaboration. Young people clearly expressed a desire to influence the design and delivery of the radical service re-design and to be embedded in its development.

The results highlighted multiple problems with CAMHS provision and provided a clear justification for the re-design of services.

This was a novel approach demonstrating the importance, utility and power of effective participatory practices for informing the re-design of services.

This organizational climate empirical case study involves a religious organization in the United States of America, which has experienced a substantial decline in membership and weekly service participation numbers over the previous five years. The purpose of this qualitative case study is to reveal motivating factors that drive parishioners to leave or stay within a traditional protestant congregation and to uncover the strengths and weaknesses within the organization.

The methodology behind the study considers personal observation by the author and engages current and former members of the organization as well as front-line employees and senior leadership. Qualitative essays were completed through Qualtrics by participants and analyzed with the use of MAXQDA software for thematic frequency and organization.

During analysis, correlations were found to exist between the church's membership decline and ineffectiveness of senior leadership. Also, it is quite evident that the church's strengths were found in the quality of its members and the relationships they developed. This was found to be a significant motivation to stay within the organization.

The study provides value to practitioners within organizational development fields. Usage of this knowledge could assist in providing insights into possible reasons why religious organizations falter under ineffective leadership, which in turn could provide opportunities to implement improvements based on discoveries.

The National Examining Board for Supervisory Management now has a new award which has received recognition from NCVQ at Management Level 4. NEBSM Centres across the country have been assessing competences routinely for some time, and their findings have proved invaluable in helping to diagnose the learning needs of students, identify procedures for the training of workplace assessors, and contribute to the refinement of NEBSM procedures for the monitoring of workplace assessment. Covers the experience of these Centres in introducing a competence‐based programme including some of the problems they have faced. It also presents certain issues to be considered by Centres thinking of offering competence‐based programmes, including the necessity for training of college tutors, the necessary increase in marketing activity, and the high costs involved with running this type of course.

In this interview, Dr. Nancy J. Adler describes her career trajectory, motivation, and the passion that have guided her interests and choices. Asking big questions that matter in her own research and encouraging others in the field of international management to do the same is one of her guiding principles. Dr. Adler details the startling career impact that resulted from her pioneering research on women who are global leaders in the 1990s. Given her groundbreaking research, her attempts to influence what scholars study and how they are evaluated, and her calls to action as a global consultant, speaker, and thought leader, she is one of academe's most well-known and respected global leaders.

Dr. Adler is the S. Bronfman Professor Emerita in Management at McGill University in Montreal, Canada. She is a graduate of the University of California at Los Angeles (UCLA), having received her BA in Economics, MBA, and PhD in Management. As one of the most widely cited international management scholars, she has authored more than 175 publications and received numerous teaching and research awards, including the Academy of Management's (AMLE) Outstanding Article Award and Decade Award and the Sage Award for Scholarly Contributions in Management. She is a Fellow of the Academy of International Business, the Academy of Management, and the International Academy of Management. In addition, she was honored as one of Canada's top university professors and inducted into the Royal Society of Canada.

Her work has also been widely recognized beyond academia. She received the Prix du Quebec, Doctor Honoris Causa from Slovenia's IEDC Bled, Queen Elizabeth II Diamond Jubilee Medal, Center for Creative Leadership's Applied Research Award, the World Federation of People Management Associations' Georges Petitpas Award, ASTD's International Leadership Award, SIETAR's Outstanding Senior Interculturalist Award, the International Leadership Association's Lifetime Achievement Award, and the YWCA's Femme de Mérite Award.

Although retired from the university setting after 40 years at McGill, Dr. Adler continues to consult and speak around the world. However, she now devotes more time to her art. She is a visual artist known for her paintings, monotype prints, and ceramic artworks. Her “Serendipity Suite” and “Reality in Translation: Art Transforming Apathy into Action” exhibitions were held at the Banff Centre, and her “Going Beyond the Dehydrated Language of Management” exhibition opened in Montreal in conjunction with the Academy of Management Meeting. Dr. Adler's artwork is held in private collections worldwide.

Investigates “cruising” (how homosexual men move around to various meeting sites), and how men keep this from intruding into their “normal” lives. Highlights how Laud Humphreys researched this phenomenon through, initially, observing 12 “tearoom” regulars, while acting as a lookout. Herein the author primarily observed a highway rest area, but also urban parks, tearooms and commercial sex clubs – interviewing 19 regulars. Gives more specific details in the article. Concludes that cruising sites are not constant and uniform.