1. CHAPTER 3

2. Organization
Development
PRACTITIONER

3. There are Three Sets of People:
• People who
specialize OD as a
Profession.

4. • People specializing
in fields related to
OD.

5. • Applies to the increasing
number of Managers and
Administrators who have
gained competence in OD and
who apply it to their own
work areas.

6. Competencies of an
Effective OD
Practitioner

7. The following list of Attributes and Abilities:
• Diagnostic Ability
• Basic Knowledge of Behavioral Science
Techniques
• Empathy
• Knowledge of Theories and Methods
within the Consultant’s own discipline
• Goal Setting Ability

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Problem Solving Ability
Ability to perform Self- Assessment
Ability to see things objectively
Imagination
Flexibility
Honesty
Consistency
Trust

9. Skills and Knowledge to be Effective:
• Intrapersonal Skills
• Interpersonal Skills
• General Consultation Skills
• Organizational Development
Theory

10. The Professional
Organization
Development
Practitioner

11. Role of OD Professionals
1. Position
• Internal
Consultant
- Members of the
organization usually
located at the Human
Resource Department
• External
Consultant
- They usually work
for consulting Firm, a
University, For
themselves.

12. EXTERNAL
• Build Relationship
• Learn Company Jargon
• “Presenting Problem”
Challenge
• Time Consuming
• Select project/client
according to own criteria
• Guard against out-ofpocket
• Can terminate projects at
will
• Meet organization
members for the first time
INTERNAL
• Ready Relationship
• Knows Company Jargon
• Understand Root Causes
• Time Efficient
• Obligated to work with
everyone
• No out-of-pocket
expenses
• Must complete project
assigned
• Has relationships with
many organization
members

13. 2. Marginality
Marginal Person is one who
successfully straddles the
boundary between two or more
groups with differing goals, value
systems and behavior patterns.

14. Professional Values

15. Professional Ethics