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I have run several marathons including on the southwest coast of Ireland on the "Wild Atlantic Way"

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Tom and I have been married for a long time!

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I have two sons, Tim, 33 and Sean 29.

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ddalzell-murphy@thechicagoschool.edu

DrDeb@MurphyManagementPartners.com

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My philosophy of teaching is well summed up in the phrase “You can lead a horse to water…And It’s your job to make them thirsty!”  I am academically trained in both elementary and adult education and it is my firm view that there is no difference, there is good instructional design and bad instructional design.  Good teaching starts with superb, strategic, instructional design that is focused on specific behavioral objectives and aligns learning activities that best achieve those objectives.

Facilitation principles within the classroom start with respect for the individual.  This means understanding first, that this student is your client.  If the student didn’t learn, it means the teacher didn’t teach.  It is our job to make the individuals feel welcome and feel safe.  This usually comes with genuine interest in their goals and well-being.  The safety is fostered with ground rules so that all understand what is expected.  The classroom has to be a space where differences of opinion and style are accommodated.

Psychological safety doesn’t always mean comfortable however.  Learning happens in the space where you are challenged and have to struggle somewhat with the ideas at hand.  It’s like the difference between eating rice cereal and a full meal. That is, you can be spoon-fed thin, watered-down baby cereal, or you can take a large bite out of multi-course meal that you have to, perhaps, chew on for a while.  One can sustain you, and the other brings satisfaction and nourishment too.   In the classroom, this means a student-activity centered instructional design, in which students actively work and apply the material, reflect on their experience and plan for using the material in the future.

Particularly in classes in Management, Leadership, HR and Business Psychology, it is important to walk-the-walk, that is, following the principles that we teach.  For me that includes fostering teamwork, open feedback and sharing knowledge of strengths and areas of vulnerability.  This also includes helping students to see themselves in their chosen profession.  Ours is a transitional-support-role, helping them transition from student to professional and it’s important to foster a sense of responsibility for carrying out the practices of our profession.  I talk a lot about “moments of truth” with my students and interns.  That is, they will be responsible for upholding values of fairness, and equality and diversity etc. in the workplace.  I ask them to think hard about how they plan to respond in the moment when they see behavior that doesn’t reach our standards.  It can be a very tough spot to be in and it’s our job to get them ready for the challenges.

I am an experienced instructional leader, and passionate people developer.  I have a Bachelors’ degree in Education, a Masters’ Degree in Education Leadership and Adult Development and PhD in Organization Leadership.  My work experience includes corporate management-development roles, and HR leadership.  My teaching experience includes teaching graduate students in a Human Resources Program at Keller Graduate School. My higher education experience includes serving as the Director of the Institute for Organization Psychology, which is the external consulting arm of The Chicago School for Professional Psychology.  I have taught and learned using on-line platforms such as Canvas.  As the President of the Board of Directors of the Organization Development Network of Chicago, I have worked in and presented programs in a Zoom-enabled environment as well as standard face-to-face facilitation.

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the human resources management association of chicago

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human resources management association of chicago

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The Human Resources Management Association of Chicago, or HRMAC, serves the specialized and ever-changing needs of any HR professional within the Chicago area by being a provider of best practice resources, real-life applications and a connector to HR peers and industry leaders.

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Let's Connect on Linkedin!

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HR Leader developing careers, skills, managers and organizational performance. I help companies to tap more of their employees' potential.

My team achieved recognition in world class HR Development practices from international panel of expert TQM examiners.

I have helped Ameritech to teach 20,000 managers about the market forces shaping the future of the telecommunications marketplace and how to get ready for change.

I have developed Sara Lee Bakery's Strategic Human Resources Planning System combining data on performance, career growth, potential, compensation, variable rewards, and organization/staffing reviews.

I was part of a four member Corporate Steering Committee that positioned a manufacturer for achievment of certification to ISO 14001 in a six month timeframe.

I have utilized several Organizational Development strategies such as employee surveys, action teams, training, organization review and design, and senior management facilitated sessions to achieve organizational transformation goals.

I have trained hundreds of managers on positive employee interactions.

Let me help you "Tap More of Your Employees' Potential!"

Specialties: Talent Management, Succession Planning, Employee Relations, Management Training, Human Resources Strategic Planning,

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Deborah Murphy, PhD - Principal Consultant - Murphy Management Partners | LinkedIn

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HR Leader developing careers, skills, managers and organizational performance. I help companies to tap more of their employees' potential. My team achieved recognition in world class HR Development practices from international panel of expert TQM examiners. I have helped Ameritech to teach 20,000 managers about the market forces shaping the future of the telecommunications marketplace and how to get ready for change.

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@Dalzmurphy
@MurphyPartners

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Wellbeing Programs

If you are still trying to extract world-class performance from teams operating on survival-mode, you know that higher performers are disciplined in protecting and expanding personal resources. Assessments, coaching and training on "wellbeing topics"

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Wellbeing Programs If you are still trying to extract world-class performance from teams operating on survival-mode, you know that higher performers are disciplined in protecting and expanding personal resources. Assessments, coaching and training on "wellbeing topics"

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Current President, Board of Directors, Organization Development Network of Chicago.
-Former Committee Chair, Human Resources Management Association of Chicago

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Current:
MURPHY MANAGEMENT PARTNERS: Independent HR, Organization and Leadership Development Resources

PRIOR: Various Human Resources Leadership roles

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Current:  What does it take to lead a hybrid team of employees in this New World of Work?

PhD : "Movement Capital and Engagement"  conducted research on personal characteristics that predicted perceptions of employability, engagement and job performance, particularly in nonstandard work environments.

MEd.: -Mentoring Skills for Managers and how they relate to Adult Development Stages for their employees.
-Career Decision making

BA:  Adult development stages

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PhD Organizational Leadership The Chicago School of Professional Psychology, 2019

MEd., Education Leadership, DePaul University

BA Education and Sociology, Lake Forest College