Organizational Development - How Can it Work for You in Your Situation?

Note: This is the 3rd and final in the series on O.D. - "Organizational Development - How Can it Work for You in Your Situation?" Previous installments of all blogs can be found on my website under "Steve's Blogs" -

What type of OD or Change Management Process Do I Need?

All Organizational  Development processes are designed to help you solve a problem or achieve a goal, using the following tools:
1. Team building or bonding;
2. Creating new paradigms;
3. Strategic planning;
4. Communicating your vision, getting buy-in and action;
5. Planning change.

Different Tools for Different Options

Teambuilding - you need to build a team due to one of the following:
A merger
2. An organized restructure
3. A new team
4. New members join an existing team
5. Conflict within a team
6. A need to get people from across different departments to work together.
7. A team that needs to improve its performance to reach a new goal.

Creating a new Paradigm - you want your team to challenge existing paradigms or build a new one by:

 1. Identifying new opportunities for the team;
 2. Developing new ways of working with their internal and external customers;
 3. Developing new value added services and products for customers;
 4. Imagining the future.

Strategic Planning - you need to develop a new strategic plan  for the following reasons:

  1. A merger/takeover;
  2. You need to determine a new role for your team;
  3. A new corporate strategy, vision, or culture that your team needs to support;
  4. New stakeholders with new expectations of your team;
  5. The need for a new strategy due to external forces.

Communicating your Vision; getting buy-in - you have a new strategic plan; now you need to:
1. Communicate it to all employees in the company;
2. Create motivation and excitement;
3. Motivate people to contribute toward achieving the vision.

Planning Change - you find it difficult to implement a new strategy or manage change because:
1. Your organization is involved in too many changes simultaneously;
2. You are facing resistance to change, yet people are not being honest with you.

3. Previous change processes have not worked;
4. You find it difficult to sustain the excitement and energy needed to implement your changes;
5. You need to implement a new vision for the company, but the vision you have created is not clear.

OK - where is the Starting Point?
The starting point is to be clear about your objectives. Then choose the appropriate OD process based on what you, as a leader, want to achieve.

Next week: What is Leadership Coordination (a.k.a. Executive Coaching)?