I was in Midrand today, amongst many Organisation Design & Development Practitioners. This is what I shared with them. http://www.intelligencetransferc.co.za/conferences/3rd-annual-organisational-design-development/

1. Organisational Design and
Development Conference
Gallagher Estates, Midrand
Goodnews Cadogan
2014-04-10

2. Is ODD dead?- The expanded view of
the present moment
• The Past
• The Present
• The Future

3. A Very Short Presentation
• The Invitation
• The History of OD and Strategy Consulting
• The History of Apartheid in South Africa
• The latest EE Report
• The 3%-6% & Open HR Cultures
• Getting ODD into the Boardroom
• Message to All

4. The Invitation

5. Is ODD dead? The expanded view of
the present moment

6. Short Answer: Y E S

7. The History of OD & Strategy
Consulting
• Simple Planning Department
• Evolved over time, responding to rising
complexity
• OD: joined with strategic thinking capability at
the hip
– Processes, systems & structures
– Across the breadth, along the depth
• Became terminal circa ‘97
• Dead by 2000, onwards

8. The History of Apartheid in South
Africa
• From early European Settlement
• To orchestrated system of economic exclusion
• The Bantustans
• Business Support
• Sanctions
• New Political Order
• Same Old Economic System
– Largely racist shareholders, agents (Boards and
Executives)
• Exclusion of ODD capacity from the Boardroom

9. The latest EE Report
Government through CEE
• Less than 20% (19.8%) of top
management positions are
occupied by black Africans.
(20.3%:2009)
• Whites at 62.7%, Indians at 8.3%,
Coloureds at 5.1% and Foreigners
at 4.1%
• EEP: Blacks at 75%, Whites at 10.8%
• 79.4% top positions held by men,
only 1.5% held by with disabilities.
• Professionally qualified 40.2% are
White and 38.4% Black, Indian and
Coloured at 9,4% each, 2.4% FNs
• Women at 43.1% and men at 56.9%
Solidarity
• White male representation tumbled
from 78% in 2001, to 54.5% in 2009
• Senior Management drop in White
males, from 69.5% to 46.3% between
2001 and 2009
• At professional and middle-
management level, White men had
dropped from 52.8% to 27.4% since
2001.
• At the technically skilled, academically
qualified and junior management levels
the decrease since 2001 was from
21.9% to 15%.
• "From these statistics it is clear that
white men's position has deteriorated
dramatically in the past 10 years," said
Hermann.

10. The 3%-6% & Open HR Cultures
• No Macro Economic Growth Without Micro
• Competitiveness of SA depends on aggressive
HC development
• As long as we have a tale of two cities, we
cannot unite
• It is about the culture!

11. 207 Companies in 22 Industries
 Highly successful companies actively focus on the needs of
employees and customers as well as shareholders.
 They expect leadership and good human capital practice from
people at all levels – high HR cultures.
 They produced these dramatically different results over 11 years
compared to companies with low HR cultures.
Low HR
Cultures
High HR
Cultures
Performance
Metric
166% Revenue Growth 682%
36% Employment Growth 282%
74% Stock Price Growth 901%
1% Net Income Growth 756%
Leadership & Competitiveness
John Kotter & James Heskett - Harvard University

12. Getting ODD Into the Boardroom
• Some will say, YES, it is
• I say it is an afterthought
• Retrofitted
• Chief of ODD as a peer amongst the top
executives.

13. Message to all
• Young People: Immerse yourselves, acquire
depth of skills and competencies.
• ODD Practitioners: Embed yourselves in business.
• Executives: Change your belief system, it sucks.
• Board Members: Educate the shareholders on
inclusivity/ROI link.
• Government: Engage fully with owners of Capital,
Enforcement is a blunt instrument, of last resort.
• Unions: Adopt and inclusive view, come into the
present.

14. Thanking You
http://www.villageofleaders.co.za