OD interventions are structured programs aimed at solving organizational problems and helping organizations achieve their goals. They can address various aspects like processes, performance, skills, technology, and retention. Interventions can be designed for individuals, groups, or entire organizations. The OD process involves establishing the need for intervention, diagnosing issues, designing interventions, managing change, and evaluating results. Common interventions include training, coaching, role analysis, and organizational strategies like self-managed work teams or quality circles.

1. Done By
R. Navaneetha Krishnan
II-MSW
Dept of Social Work(SFS)
Madras Christian College

2.  OD Interventions are a set of programs which
are structured in a way to solve the problems
that exists in an organization, thus enabling
organizations to reach their goals.
 Interventions can be given in various aspects
such as process, performance, knowledge, skill,
will, technology, appraisal, career
development, attrition, top talent retention etc..
 Interventions can be given for Individuals,
Group, Organization.

3.  Entering and Contracting : Here we establish the fact that
yes we do require OD intervention to address an issue.
 Diagnosis : In this process we identify the intervention and
establish the root cause of the issue.
 Designing Intervention : In this process we design the
approach to address the issue or intervene to sort the issue
out and bring value to business.
 Leading and Managing Change : Here we establish a focus
group with management buy in and implement the
designed intervention. OD intervention is a structured
program driven from top to bottom.
 Evaluating and Institutionalizing Interventions: Here we
evaluate the course of actions implemented and see if we are
on track or if we need to re-design the approach so that the
objective if met.

4.  To help make management decisions.
 To increase collaborative decision making.
 Legitimizing informal systems.
 Become responsive to valid data.
 Legitimize conflict
 Examine leadership and management
practices.
 Emotional Demands of Entry.
 Client Issues

5.  The objective being not clear leads to improper
intervention.
 Lack of trust and support from top management.
 The expertise of the consultant may be
questionable.
 Selection of appropriate Intervention through
proper diagnosis should be done.
 Resistance to change will be there and it should be
overcome.
 Feedback loop should be included in every step.
 Evaluation method should be proper and holistic
approach should be chosen.

6. If the client system is focusing on individuals, the
interventions may include
 T-groups
 Behaviour Modelling
 Life and Career Planning
 Coaching and Mentoring
 Instrumented Training.

7. If the client system is focusing on a team or a
group, following interventions may be given
 Role Analysis Technique
 Role Negotiation Technique
 Interdependency Exercise
 The Appreciations and Concern exercise
 Responsibility Charting
 Visioning

8. If the intervention is being planned organization wide,
then the following things can be done
 Socio Technical System
 Self managed work teams
 Work Redesign
 Survey research and feedback
 System 4 management
 Stream analysis
 Physical setting
 MBO
 TQM
 Quality circle
 Learning Organization.