What does OD mean to you?

A couple years ago, Rowena Morais, the editor of HR Matters, asked me for my input on the field of Organization Development. She was conducting a global survey of OD practitioners on the state of OD.

I was asked, What is OD? What does OD mean to you – what are the things that you believe the person tasked with this role should look to manage and resolve?

Here's what I said.

At its essence, OD is about change. The person tasked with an OD role is an agent of change. The intent of organisational change is to improve the operating effectiveness of some part of the organisational system (or the whole system), improve the results, and improve the capabilities of the organisation.

Whether the projects address such diverse topics as leadership development, succession planning, merger integration, diversity, culture change, strategic planning, or performance management, the common denominator is change. Therefore, the effective OD practitioner is ever mindful of the change goal, understands the nature of organisational change, and utilises change models.

The effective OD practitioner is a consultant who manages OD projects by managing expectations with sponsors and clients, as well as those affected by the change, and other key stakeholders such as Human Resources. Because change causes uncertainty, stress, and even conflict in the organisation, the effective OD practitioner is ready to help facilitate the conversations needed to help people navigate their transitions to change.

As Principal and Senior Consultant with Facilitation Solutions, Terrence Seamon brings more than 25 years of extensive experience. His main practice areas are leadership development coaching and training and organisational development facilitation.

Terrence designs and delivers customised solutions to diverse clients in sectors such as Insurance, Healthcare, Pharmaceuticals, Food, IT, Retail, Consumer, Non-Profit and Executive Education. Terrence works with executives, professionals and teams, coaching them on all aspects of organisational effectiveness, including leadership, culture, communication, and employee engagement. Terrence is a highly creative business leader with signature strengths in client-focused design and facilitation. His clients have praised him for his attentive focus on needs, as well as his ability to custom tailor an intervention that drives results for the business.

Posted on Thursday February 6, 2014

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