What is OD?

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Jack Welch and his wife Suzy feel that so many leaders get it wrong: Ineffective corporate leaders hire people to run Human Resources (HR) who wish to be “kingmakers or cops.”  The Welchs suggest that HR professionals must be those who are a hybrid of people who are part Pastor (to whom one may confess sins without recrimination) and part Parent (who will tell the employee straight up what they need to know in a guidance manner).  They are people who have integrity, insight, and candor.   

In essence, a robust organization is most suitably supported with impartial business partners; not cloak-&-dagger Education majors who try to make and break careers.  What Fortune 500 companies hire are Organization Development (OD) people.  OD practitioners are HR folks on steroids.

OD, as a field, is a strategic intervention/approach designed with support from the C-Suite to impact the entire organization’s effectiveness through its processes, systems, and structure by using behavioral-science knowledge.  It is a key analytical position taken by practitioners who typically have a systemic (broad picture) view.  OD focuses on ALL resources, i.e. materials, equipment, savings, talent, etc. – although it is a function commonly placed in Human Resources (HR).  This is most likely due to the fact that two out of the four major types of OD interventions are directly related towards talent.

 

Four Major Types of OD Interventions:

  1. Human Process
  2. Techno-Structural
  3. Human Resource Management
  4. Strategic (managing the organization’s relationship to its external environment and the internal structure / process necessary to support a business strategy)   

    INTERVENTIONS

    INDIVIDUAL

    TEAM/DEPT

    ORGANIZATION

    Human Process:

     

     

     

       Coaching & Training

    x

     

     

       Process Consultation

     

    x

     

       Third-Party Intervention

    x

    x

     

       Team Building

     

    x

     

       Organization Confrontation Meeting

     

    x

    x

       Intergroup Relations

     

    x

    x

       Large Group Interventions

     

     

    x

     

     

     

     

    Techno-Structural:

     

     

     

       Structural Design

     

     

    x

       Downsizing

     

     

    x

       Re-Engineering

     

    x

    x

       Parallel Structures

     

    x

    x

       High Involvement Organizations

     

    x

    x

       Total Quality Management

     

    x

    x

       Work Design

    x

    x

     

     

     

     

     

    Human Resource Management:

     

     

     

       Goal Setting

    x

    x

     

       Performance Appraisal

    x

    x

     

       Reward Systems

    x

    x

    x

       Career Planning & Development

    x

     

     

       Managing Workforce Diversity

    x

    x

     

       Employee Wellness

    x

     

     

     

     

     

     

    Strategic:

     

     

     

       Integrated Strategic Change

     

     

    x

       Trans-Organization Development

     

     

    x

       Mergers & Acquisitions Integration

     

     

    x

       Alliances

     

     

    x

       Networks

     

     

    x

       Culture Change

     

     

    x

       Self-Designing Organizations

     

    x

    x

       Org. Learning & Knowledge Mgmt.

     

    x

    x

    RECOMMENDATIONS:

    •          The head of the OD team must have an educational background in OD, Psychology, Business, or HR.  Other fields do not encompass the necessitated depth of knowledge and understanding to lead OD practitioners – who tend to be “third-eye,” philosophical, countercultural change agents.
    •          Hire an external vendor at least once a year to keep the perspective bold and fresh, and to draw Best Practices from other organizations, cross-industry.
    •          For smaller organizations, consider contracting OD consultants on a regular basis (e.g. one week monthly or two days a week), as needed.  This is HR support “on-demand.”

     

     

    Rossina Gil, MSOD, MAIS, is a Leadership and Organization Development Practitioner, and the founder of a virtual consultancy of OD experts, CLG.  Visit us at CorporateLookingGlass.com. 

     

    Sources:

    Jack & Suzy Welch.  So Many Leaders Get This Wrong. 3/24/14.

    Pepperdine MSOD program

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About Rossina

Thought Partner & Corporate Primatologist

Posted on March 24, 2014, in Uncategorized and tagged , , , , . Bookmark the permalink. 1 Comment.

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