Od interventions in coaching - Karthikeyan - Vistas Consulting

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Kartik is a leading Executive Coach, PCC credentialed, Leadership Assessment Coach, and Organization Development (OD) consultant, operating from India. With twenty years of corporate experience in top management roles in Human Resources (HR) prior to his coaching and OD consulting, Kartik brings to the table a significant appreciation of the pragmatics of the real world of executives in his work engagements. In addition, with his intimate engagement for over two decades with the evolving behavioral sciences movement in India, be brings to his work an additional and distinctive flavor of humanistic, existential and post-modern technologies of understanding behavior and the psychodynamics of teams and organizations.

Kartik has worked with hundreds of executives from the high tech, information technology, pharmaceuticals, consumer products, manufacturing, financial services and professional services sectors. Kartik is a SUMEDAS leader and a musician, among many other things.

Kartik will interact on OD Interventions in Coaching as below:

· What is Organization Development (OD) – the Western worldview ; what are “Indian” positions on OD ? ; Sumedhas and its axioms / postulates on OD

· Distinguishing between “Coaching in OD Interventions”, and “OD Interventions in Coaching”

· Why I consider “doing OD” as a necessary part of leadership coaching ?

· Cautions and watch-outs for the OD oriented leadership coach – distinguishing between zeal and zealotry

· Personal experiences in blending coaching and OD – including a self critique

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Od interventions in coaching - Karthikeyan - Vistas Consulting

  1. 1. V . K A R T I K E Y A N A B C J U L Y 2 0 1 3 OD INTERVENTIONS IN COACHING
  2. 2. WHO AM I • My OD lineage • My Coaching background • My endeavor
  3. 3. SESSION PLAN • ~ 45 minutes – Exploring the landscapes of OD • ~ 45 minutes – Exploring Coaching and its linkages with OD • ~ 30 minutes – Exploring our reflections, critiques, questions, dilemmas
  4. 4. REFERENCES • Ashok Malhotra – “Sumedhian OD” (Internal note - Sumedhas) • French and Bell – “Organization Development – Behavioral Science Interventions for organizational improvement” • Golembiewski – “OD – Ideas and Issues” • Kartikeyan.V – “VistasCoach ™ “ • Kartikeyan, Shabari Madappa, Swasthika Ramamoorthy, Vishwanath P - “Leadership Development – an Ethnographic experience” – Vikalpa Publication • My own miscellaneous journal notes and ramblings • Notes / Case sharing from friends – Narendran K.S, Sunil Radhakrishna, Vishwanath P
  5. 5. LET US CAST OUR GAZE ON “OD …” • Protean nature • Threads of narratives … Change, Culture, Behavioral Sciences, Planned, Individual development AND organization performance, “a process for improving processes”, self renewal, congruence • How do we separate the wheat from the chaff in what is practiced as OD
  6. 6. MY OD VIEW FROM INSIDE SUMEDHAS … • The living organization premise • Holons principle • Simultaneity • Multi-focality • Identity-centricity • Phenomenon-centricity • Intraspective – Extraspective • Patricentric - Matricentric
  7. 7. SO … WHAT DO OD AND COACHING HAVE TO DO WITH EACH OTHER ???
  8. 8. OD AS PART OF COACHING INTERVENTIONS • What do I mean by this ? (See next slide) • Coaching is primarily for the coachee – but to work with the coachee means working with the context of the coachee as well – • Their relevant immediate “system” – typically their direct team / peers team • Their org • Social / Cultural / Gender / Racial / National / (Others) Identity • When I move to the “system”, the intervention starts touching other parts of the org rather explicitly
  9. 9. - 3 C A S E L E T S COACHING AS PART OF OD INTERVENTIONS
  10. 10. THE VISTAS FRAMEWORK FOR ORGANIZATION BUILDING This framework is IP of V.Kartikeyan, please contact him at kartik@vistasconsulting.com, for authorization to view / use
  11. 11. BEHAVIOR COMPETENCE VALUES / BELIEFS IDENTITY Most coaching needs are expressed here Transformative Coaching SELF + ROLE + SYSTEM IDENTITIES OD …
  12. 12. CRITIQUES .. My angst • Organizations that seem to want ONLY transactional / behavioral-only coaching • (Just get him to soften up a little, that’s all …) • (Just get rid of the rough edges) • (Just get her to network a little more) Critique / Caution … • Zeal and Zealotry in this approach • Ethics of this ?? • Whose need is it
  13. 13. REFLECTIONS /THOUGHTS / DILEMMAS ???

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