The document outlines 8 steps in an organizational development process: 1) A senior executive identifies problems, 2) The executive consults a behavioral science expert to assess the issues, 3) The expert gathers data on the organization through interviews, observations, questionnaires and performance reviews to diagnose the underlying causes, 4) The expert provides feedback to identify strengths and weaknesses, 5) Members jointly discuss the diagnosis, 6) The expert and members agree on an action plan for change, 7) The action plan is implemented to change the organization, 8) Data is gathered after to measure the effects of the changes.

1. Step 1
Problem identification: This stage involves a key senior executive in the org sensing some problems
currently prevailing in the org system. He understands that these problems can be solved with the
help of an OD practioner (External Behavioral Science Expert)
Step 2
Consultation with Behavioral Science Expert: The OD practioner & the client meet each other &
carefully assess each other. The OD practitioner will have his own normative & developmental
theory in place. These theories will be shared with the client right form the beginning of the
consultation. This will help in establishing a collaborative atmosphere.
Step 3
Data gathering & preliminary Diagnosis: This stage is completed by the OD practitioner in
conjunction with the organization members. It involves gathering information & analyzing it to
determine the underlying causes of the organization problems.
Four methods of Data Gathering
Interview Method
Process Observation Method
Questionnaire Method
Performance Data
In this process the OD practitioner’s actions can be viewed as an intervention which will have effect
on the organization
Step 4
Feedback to the key client or group: The members are given information that was gathered by the
OD practitioner in the earlier stage. The OD practitioner will help the members determine the
strengths & weaknesses of the organization.
Step 5
Joint diagnosis of the problem: The members will discuss the feedback received from the OD
practitioner & also explore whether they want to work on identified problems.
Step 6
Joint action plan: The OD practitioner & the client members jointly agree on further actions to be
taken. This is the beginning of the movement or change process. (Refer Kurt Lewin’s Change
model). The action will depend on the culture, the technology & the environment of the
organization.
Step 7
Action: This stage involves actual change from one organizational state to another.

2. Step 8
Data gathering after action: As it is a cyclical process, data is gathered after the action has taken to
measure & determine the effects of the action taken.