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Developing your  OD strategyCaroline Stearman and Megan MeredithRoffey Park Institute Day Two, 11.45 – 12.15Click to add T...
Our time today - asking questions   Questions of context     –   What do we mean by Organisation Development?     –   Why...
What do we mean by OrganisationDevelopment?   An approach to enabling organisations to do what they are there to do    we...
Why is OD expertise so relevant rightnow?Leaders are saying:                                       HR teams are feeling:  ...
HRD April 2012
Different phases of inquiryFirst Order Question                       HRD April 2012
Different phases of inquirySecond Order Questions                         HRD April 2012
Different phases of inquiryThird Order Questions                        HRD April 2012
First order : Definition of the territory    What is OD for your organisation?    What value does OD add?    Integrated...
Second order : building blocks    Purpose                                            Context    What is the driver for cr...
Second order : building blocksCore Principles   Integrated:   not attaching a separate ‘OD’ thing on top of everything   ...
Third order : Strategy considerations               HRD April 2012
Third order : Strategy considerations    Stakeholders                                     Results   Who does this need to...
Third order : Strategy considerations    Structure                                        Content   What model may help p...
HRD April 2012
Third order : Strategy considerations     Notice the process is as valuable as the content and results          What is ...
Roffey Park’s support for ODprofessionals MSc in People & Organisational Development OD Research Open Programmes:     –...
Questions for us? HRD April 2012
Contact details                       Caroline Stearman                       Senior Consultant                       MSc ...
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Developing your organisational development strategy

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Developing your organisational development strategy

  1. 1. Developing your OD strategyCaroline Stearman and Megan MeredithRoffey Park Institute Day Two, 11.45 – 12.15Click to add Title
  2. 2. Our time today - asking questions Questions of context – What do we mean by Organisation Development? – Why is OD expertise so relevant to organisations right now? Questions for your organisation – The Roffey Park map for developing an OD strategy and the questions this raises – First, second and third order questions Your questions for us HRD April 2012
  3. 3. What do we mean by OrganisationDevelopment? An approach to enabling organisations to do what they are there to do well - aligning people, strategy and processes It is underpinned by – a belief in the ability of individuals and organisations to grow – a preference for self-sustaining and capacity building – a respect for what everyone has to offer It is about organisational change, renewal, revitalisation and capability growth It is both – An approach or mindset – A set of tools and expertise HRD April 2012
  4. 4. Why is OD expertise so relevant rightnow?Leaders are saying: HR teams are feeling: Organisations are seeking: HRD April 2012
  5. 5. HRD April 2012
  6. 6. Different phases of inquiryFirst Order Question HRD April 2012
  7. 7. Different phases of inquirySecond Order Questions HRD April 2012
  8. 8. Different phases of inquiryThird Order Questions HRD April 2012
  9. 9. First order : Definition of the territory  What is OD for your organisation?  What value does OD add?  Integrated or separate? HRD April 2012
  10. 10. Second order : building blocks Purpose Context What is the driver for creating this  Staying connected to the strategy? external environment What difference will this make?  What else is out there in If you don’t do this, what will the organisation? happen?  How can you integrate Are you asking questions or this? trying to provide answers with  What is realistic? your strategy? HRD April 2012
  11. 11. Second order : building blocksCore Principles Integrated: not attaching a separate ‘OD’ thing on top of everything else Systemic : seeing the organisation as being interconnected as a living system Participative : ensuring voices are heard from across the organisation Dialogic: recognising the power of conversation Diagnostic: not getting stuck in diagnosis, maintaining a future focus HRD April 2012
  12. 12. Third order : Strategy considerations HRD April 2012
  13. 13. Third order : Strategy considerations Stakeholders Results Who does this need to speak to?  What will success look like for an OD strategy? How are you connecting with them?  How do you plan to evaluate and measure? Where does the power lie at the moment with relation to this  How will you explore learning work? from both the process and content of this work? Who else needs to be involved? How are you selling this? HRD April 2012
  14. 14. Third order : Strategy considerations Structure Content What model may help provide a  Are you covering the whole structure? organisation? Are you considering diagnostic  What model might support you? activities as interventions in their  Diagnosis of where you are now, own right? how will you explore this? How can you keep this realistic  What is important, who says it is and pragmatic? important?  Have you got priorities to provide a container for this? HRD April 2012
  15. 15. HRD April 2012
  16. 16. Third order : Strategy considerations  Notice the process is as valuable as the content and results  What is proving challenging / easy?  Are you paying attention to where the energy is in the system, what insight might this offer?  How clear are you on your role and what you bring to this?  What is your contract?  What are you drawn to, or not? HRD April 2012
  17. 17. Roffey Park’s support for ODprofessionals MSc in People & Organisational Development OD Research Open Programmes: – The OD Practitioner’s Programme – Practical Facilitation Skills and The Art of Facilitation – HR Business Partnering – Consulting skills Bespoke OD consultancy OD strategy coaching HRD April 2012
  18. 18. Questions for us? HRD April 2012
  19. 19. Contact details Caroline Stearman Senior Consultant MSc in People and OD Programme Director Megan Meredith Senior ConsultantRoffey Park Institute, Forest Road, Horsham, West Sussex, RH12 4TBTel: (01293) 851644Registered Charity No: 254591 Company Limited by Guarantee Registered in England No: 923975 HRD April 2012

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