New Department of
Organizational Leadership,
Policy and Development
Effective July 1, 2009, a new
department has been created that
integrates the business and
marketing education, human
resource development and adult
education, and comprehensive
WHRE programs from the
Department of
Work and Human Resource
Education (WHRE) into the
department formerly known as
Educational Policy and
Administration (EdPA). The
name of this new department is
Organizational Leadership,
Policy and Development (OLPD).
It will offer exciting
opportunities for collaboration
and interdisciplinary education
and research. Click
here for details. |
Teaching and Research Interests
- Leadership development for
managers/administrators
- Organizational development
- Training and development
- Adult career development
- Measurement of motivation
- Team effectiveness/team leadership
Profile
After completing undergraduate studies in psychology, I spent
13 years in industry, in three different organizations, each
time beginning in a line management position and then seeking a
move to a staff role involving some aspect of human resource
development. After following this pattern three times in ten
years, I returned to the University of Minnesota to study human
resource development. While pursuing my graduate studies, I left
industry and joined a consulting firm, Personnel Decisions
International (now PDI Ninth House), where I have been primarily
active in designing and delivering large-scale leadership
development interventions for clients across the United States
and in a number of countries around the world. I have also been
active in executive coaching; working with clients to develop a
talent strategy to achieve their business strategy; and earlier
in my PDI career, psychological assessment of candidates for key
managerial positions. While at PDI, I completed a Ph.D. in human
resource development, with supporting work in
industrial-organizational psychology.
In my PDI work, I led teams designing leadership programs for
private- and public-sector organizations as well as NGO’s; led
the editorial team in writing and revising several chapters in
PDI’s Successful Managers Handbook and Successful
Executives Handbook; led the development team researching
and creating an assessment framework for team effectiveness and
team leadership; led the development team creating a measure of
motivational factors typically found in organizational leaders;
and led the faculty team developing and delivering a leadership
development program for mid-level leaders (the Successful
Managers Leadership Program), which is offered in an
open-enrollment format at the University of Minnesota through
the College of Continuing Education.
Selected Works
Quast, L. N., & Helsing, J. (2000). Leading
a team: Factors for success. Velocity, 2(2), 30-33.
Quast, L. N. (1998). Teams and their
leaders: A model for effectiveness. In G. M. Parker (Ed.),
Best practices for teams (Vol. 2). Amherst, MA: HRD Press.
Quast, L. N., & Hansen, T. L. (1994). The
relationship between MBTI Expanded Analysis Report (EAR) scores
and leaders’ management behaviors. Proceedings of the
National Conference on Leadership and Myers-Briggs Type.
University of Maryland, College Park, MD.
Quast, L. N., & Hazucha, J. F. (1992). The
relationship between leaders’ management skills and their
groups’ effectiveness. In K. E. Clark, M. B. Clark, & D. P.
Campbell (Eds.), Impact of leadership. Center for
Creative Leadership: Greensboro, NC.
Quast, L. N., Olson, R. D., & Hazucha, J. F.
(1986). Data collection and diagnosis: Organizational analysis
profile. Proceedings of the ODN Conference. New York:
Organization Development Network.
Updated September 2009
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