2. CONTENTS
3-4 Introduction
5-6 Definitions
7-11 A forgiveness climate
12-15 Organizational capacity for compassion
16-19 A non-profit focus to OD
20-22 Organizations facing a crisis
23-24 Appreciative inquiry
25-29 Organizational planning
30-32 Action planning steps for OD practitioners
33-34 Qualities of effective OD consultants
35-38 Agile organizations
39-40 Human values emphasized by organization development
41-44 Organization design
45-47 Young people and OD
48-49 Culture and OD
50-51 Conclusion, summary and questions
2
4. Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers
4
17. • Planning
• People
• Proposals
• Programs
• Partnerships
• Politics
• Publicity
17
A non-profit focus
to OD 1 of 3
18. Best practices
• Serve and advocate
• Make markets work
• Inspire evangelists
• Nurture non-profit
networks
• Master the art of
adaptation
• Share leadership
18
A non-profit focus
to OD 2 of 3
19. Steps to dynamic
planning
• List hopes and
concerns
• Try a new practice
• Collect data
• Check what the data
means
• Reflect on alternate
ways to behave
• Fine-tune practice
19
A non-profit focus
to OD 3 of 3
27. • What is the current
state of the
organization based on
the current workload?
• Plan for the future
state of the
organization
27
Organizational
planning 2 of 4
31. • Evaluate the rankings
of the dimension of
culture
• Make a judgment as to
which values are the
most deeply held and
unlikely to change
• Evaluate the
intervention rankings
on the dimension of
culture
31
Action planning
steps for OD
practitioners
1 of 2
32. • Choose the
intervention that would
clash the least
• Incorporate process
modifications in the
proposed cultural
simulation
32
Action planning
steps for OD
practitioners
2 of 2
36. • Definition
• Agile technology tools
• How can we become
agile?
• Get the right people on
board
• Scrutinize decisions
through a filter
• Strategic considerations
• Why organizations fail
36
Agile
organizations
1 of 3
37. Traits of agile
organizations
• Rapid decision-making
and execution
• High-performance
culture
• Ability to access the
right information at the
right time
37
Agile
organizations
2 of 3
38. The growth curve
• Start-up
• Ramp-up
• Delegation
• Professional
• Integration
• Strategic
• Visionary
38
Agile
organizations
3 of 3
44. • Self-managing teams
• A process view
• The virtual
organization
• International aspects
of organization design
• Ethical issues
44
Organization
design 3 of 3
47. Community
• Gathering spaces
• Group onboarding
• Affinity groups
• Mentoring and formal
career planning
• The organization as a
parent
• Parents in the
workplace
• Social responsibility
47
Young people and
OD 2 of 2