As discussed in Vol. 1 of OD series, here we elaborate OD steps in detailed manner, how to implement with few common issues. Read our series to know more about OD. Your feedback & Idea's are most welcome.
1. ORGANIZATIONAL DEVELOPMENT
VOL. 2
As, Discussed in VOLUME 1 of Organizational
Development in this volume we discuss about the
OD Cycle steps in detailed manner how they are
implemented with few common issues .
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2. THE OD CYCLE
Contracting &
Entry Phase
Diagnostic
Phase
Intervention
Phase
Evaluation
Phase
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3. THE CONTRACTING & ENTRY PHASE
These initial steps involve:
Preliminary exploration of the organization’s problems and
issues.
Developing a collaborative relationship between the OD
Practitioner and key members of the client organization
regarding working on those issues.
In major projects, it often is useful to involve an internal or external
OD Practitioner in a team.
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4. SOME COMMON ISSUES
What is the presenting problem and how do you determine what are
the real organizational problems and issues?
Who is the client and how do you deal with the multiplicity of
stakeholders?
How much readiness for change is present and how can a satisfactory
degree be developed?
Dealing with confidentiality vs. the need to surface important issues
that may have been undiscussible?
Consultant expertise and role
Ethical and value system conflicts
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5. CONTRACTING
It should include:
Goals for and scope of the consulting project
Anticipated results and mutual expectations
Operating ground rules
Role of the consultant
Responsibilities of both consultant and client
Schedule
Resources, fees, and arrangements for payment
Termination procedures
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6. POTENTIAL “RED FLAGS” IN THE
CONSULTANT-CLIENT RELATIONSHIP
Insufficient or ambiguous level of commitment to
change.
Resistance or opposition by major stakeholders.
Major clients lack power to influence change or manage
the boundaries to allow change within their organization.
Client’s desire to manipulate the consultant or use the
consultant in ways that violate the latter’s ethical
framework.
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7. THE DIAGNOSTIC PHASE
Aims to provide the organization and the OD
practitioner with data, and decisions regarding what OD
interventions are appropriate going forward.
During this phase that the OD consultant can develop:
understanding of the organizational situation
what issues the organization is facing
what strengths the organization possesses in order successful
achieve any OD intervention.
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8. CONTD…
It provides the platform from which the organization is
able to highlight what cultural, economic and capability
shifts in the organization.
How these shifts can be made and embedded for
sustainable organizational performance.
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9. KEY QUESTIONS DIAGNOSTIC PHASE
SEEKS
What data do we need for the OD programme?
What methods and processes should we use for data collection?
What resources are required to collect the data?
What time and resources are the organization willing to commit?
Who owns the data?
Who will analyze and make sense of the data once it is collected?
Having collected the data what revisions are required to the
proposed OD programme?
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10. FEATURES OF DIAGNOSIS
It should be:
Be based on current, relevant data
Result from joint involvement of both consultant and client(s).
Make use of appropriate models of organizational functioning
and disfunctioning.
Deal with feelings in the client system
Focus on key, underlying problems
Energize the client to act in ways to improve the organization
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11. THE INTERVENTION PHASE
This phase decides what should be done to enable
to organization to achieve sustainable organizational
performance.
It incorporates a wide range of interventions which
cover maintenance work, consolidation, building on
strengths and adapting to future changes.
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12. CRITICAL QUESTIONS : INTERVENTION
STAGE SEEKS
What specific areas of change are required ?
Is the focus of the intervention task, process or people?
How planned or emergent should the intervention be
given the culture of the organization?
What intervention (tools and techniques) will provide
the best fit to the organization and deliver the outcome
required?
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13. FEW CONSIDERATIONS
The actions should be specific to the particular
organization at this time.
OD Practitioner and client should be involved in
planning and carrying out the interventions.
The client gets to make the final decisions.
The actions should improve the client’s ability to deal
with future problems.
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14. THE EVALUATION PHASE
The metrics are identified and agreed prior to the
intervention taking place.
Helps in understanding whether there has been a ROI
from the OD intervention.
The effectiveness of the work done and ensuring that
value has been delivered to the organization in
achieving sustainable organizational performance.
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15. KEY QUESTIONS: EVALUATION PHASE
Did the intervention achieve the purpose and
required outcomes?
Were the outcomes achievable given the budget,
timescale and resources committed to the
intervention?
How can the evaluative process aid and reinforce
the change process embarked upon?
What tracking mechanisms, methods and
approaches were used in reviewing the progress of
the intervention?
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16. TYPE OF EVALUATION DATA VALUED BY
ORGANISATION
Cost Savings
Improved workforce planning
Retention of key talent
Operational effectiveness in innovation and
research that maintain Profitability
Better Customer Service Levels
Delivery of organizational purpose
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