Half day open training event on organization development and organization design held in Mississauga, Canada.

1. Organization/al development and
organization design
by Toronto Training and HR
October 2014
1

2. CONTENTS
3-4 Introduction
5-6 Definitions
7-11 A forgiveness climate
12-15 Organizational capacity for compassion
16-19 A non-profit focus to OD
20-22 Organizations facing a crisis
23-24 Appreciative inquiry
25-29 Organizational planning
30-32 Action planning steps for OD practitioners
33-34 Qualities of effective OD consultants
35-38 Agile organizations
39-40 Human values emphasized by organization development
41-44 Organization design
45-47 Young people and OD
48-49 Culture and OD
50-51 Conclusion, summary and questions
2

3. Introduction
3

4. Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers
4

5. Definitions
5

6. • Organization development
• Organizational development
• Organization design
6
Definitions

7. A forgiveness climate
7

8. • Definition
• Similarities and
differences with other
strategic climates
8
A forgiveness
climate
1 of 4

9. Phase One
EMERGENCE
• Restorative justice
• Compassion
• Temperance
• External and internal
contexts
9
A forgiveness
climate
2 of 4

10. Phase Two
SENSEMAKING
• Empathy triggers
• Emotional shifts
• Restorative change
10
A forgiveness
climate
3 of 4

11. Phase Three
FORGIVENESS IN ACTION
11
A forgiveness
climate
4 of 4

12. Organizational capacity for
compassion
12

13. • Definition
• Starting assumptions
13
Organizational
capacity for
compassion
1 of 3

14. Emergent capacity creation
for organizational
compassion
• Initiating action
• Moderating conditions
• Agent actions
• Outcomes
14
Organizational
capacity for
compassion
2 of 3

15. • Pain triggers
• Conditions that enhance
self-organizing following a
pain trigger
15
Organizational
capacity for
compassion
3 of 3

16. A non-profit focus to OD
16

17. • Planning
• People
• Proposals
• Programs
• Partnerships
• Politics
• Publicity
17
A non-profit focus
to OD 1 of 3

18. Best practices
• Serve and advocate
• Make markets work
• Inspire evangelists
• Nurture non-profit
networks
• Master the art of
adaptation
• Share leadership
18
A non-profit focus
to OD 2 of 3

19. Steps to dynamic
planning
• List hopes and
concerns
• Try a new practice
• Collect data
• Check what the data
means
• Reflect on alternate
ways to behave
• Fine-tune practice
19
A non-profit focus
to OD 3 of 3

20. Organizations facing a
crisis
20

21. • Definition of a crisis
21
Organizations
facing a crisis
1 of 2

22. Stages of a crisis
• Preliminary crisis
stage
• Acute crisis stage
• Chronic crisis
stage
• Crisis resolution
stage
22
Organizations
facing a crisis
2 of 2

23. Appreciative inquiry
23

24. • Definition
• Define
• Discover
• Dream
• Design
• Deliver
24
Appreciative
inquiry

25. Organizational planning
25

26. • Structure
• Key functions
• Change management
• Succession planning
26
Organizational
planning 1 of 4

27. • What is the current
state of the
organization based on
the current workload?
• Plan for the future
state of the
organization
27
Organizational
planning 2 of 4

28. Workforce attributes
• Staffing mix
• Skills mix
28
Organizational
planning 3 of 4

29. Performance metrics
• Key indicators
• Plan of action
• Costs of turnover
• Diversity
29
Organizational
planning 4 of 4

30. Action planning steps for
OD practitioners
30

31. • Evaluate the rankings
of the dimension of
culture
• Make a judgment as to
which values are the
most deeply held and
unlikely to change
• Evaluate the
intervention rankings
on the dimension of
culture
31
Action planning
steps for OD
practitioners
1 of 2

32. • Choose the
intervention that would
clash the least
• Incorporate process
modifications in the
proposed cultural
simulation
32
Action planning
steps for OD
practitioners
2 of 2

33. Qualities of effective OD
consultants
33

34. • Appreciation of
culture
• Authenticity
• Knowledge of
cultural dimensions
• Willingness to learn
34
Qualities of
effective OD
consultants

35. Agile organizations
35

36. • Definition
• Agile technology tools
• How can we become
agile?
• Get the right people on
board
• Scrutinize decisions
through a filter
• Strategic considerations
• Why organizations fail
36
Agile
organizations
1 of 3

37. Traits of agile
organizations
• Rapid decision-making
and execution
• High-performance
culture
• Ability to access the
right information at the
right time
37
Agile
organizations
2 of 3

38. The growth curve
• Start-up
• Ramp-up
• Delegation
• Professional
• Integration
• Strategic
• Visionary
38
Agile
organizations
3 of 3

39. Human values emphasized
by organization
development
39

40. • Human development
• Fairness
• Openness
• Choice
40
Human values
emphasized by
organization
development

41. Organization design
41

42. Contingency factors
• External environment
• Strategy
• Open systems
• Technical process
• Size
42
Organization
design 1 of 3

43. Forms of organization
design
• Functional
• Divisional
• Hybrid
• Matrix
43
Organization
design 2 of 3

44. • Self-managing teams
• A process view
• The virtual
organization
• International aspects
of organization design
• Ethical issues
44
Organization
design 3 of 3

45. Young people and OD
45

46. What do millennials
want?
• Locations
• Schedules
• Assignments
46
Young people and
OD 1 of 2

47. Community
• Gathering spaces
• Group onboarding
• Affinity groups
• Mentoring and formal
career planning
• The organization as a
parent
• Parents in the
workplace
• Social responsibility
47
Young people and
OD 2 of 2

48. Culture and OD
48

49. • Definition of culture
from three levels
• Four dimensions of
culture
• Six cultural influences
49
Culture and OD

50. Conclusion, summary and
questions
50

51. Conclusion, summary and
questions
Conclusion
Summary
Videos
Questions
51