OD is Diversity: Differences Are at the Heart of the Field Organization Development Network July 12,...
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OD is Diversity: Differences Are at the Heart of the Field Organization Development Network July 12, 2007 Heather Berthoud & Bob Greene Berthoud/Greene Consultants LLC Presenters www.bgcllc.net
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Transcript of OD is Diversity: Differences Are at the Heart of the Field Organization Development Network July 12,...
OD is Diversity: Differences Are at the Heart of the Field
Organization Development NetworkJuly 12, 2007
Heather Berthoud & Bob GreeneBerthoud/Greene Consultants LLC
Presenters
www.bgcllc.net
After meeting with the CEO and the senior management team, Jerry designs an off-site to begin a change process for a medium-sized firm. At the off-site, one participant makes a statement about race that some take as charged. A heated exchange between two staff―one black, one white―occurs. Caught off-guard and not sure what to do, Jerry continues with the planned agenda, though the tension remains for the rest of the day.
What questions come to mind about the consultant's preparation and the entire change process?
In general, we believe . . .
Diversity is a basic OD competency, not a specialty
Diversity is critical if we are to be self-aware as practitioners
Diversity connects current OD practice with the field's roots
What is Gained by Attending to DiversityThroughout the OD Process
Taking a systems perspective
Enhanced insight and skill in use-of-self
Building rapport and trust
Improved intervention choices
Maximizing stakeholder participation
Enhanced ability to observe and affect group dynamics
The Organization Development Process
“Pre-Entry” (Continuous Learning)
Entry and Contracting
Data-Gathering and Analysis
Data Feedback
Implementation Design
Implementation
Evaluation/Closing
Ideas for Maintaining a Diversity Lens Throughout the Organization Development Process
“Pre-Entry” (Continuous Learning)Explore your own beliefs, values, blind spots, and
biases
Entry and ContractingNotice the identities of decision-makers and gate-
keepers.
Data-Gathering and AnalysisIdentify demographics and note any discrepancies in
viewpoints between groups
Ideas for Maintaining a Diversity Lens Throughout the Organization Development Process
Data FeedbackName what you experience rather than brush aside or explain away
Design and ImplementationRe-contract and/or negotiate follow-up for diversity
issues
Evaluation/ClosingInclude evaluation as part of the evalution
For more details about Diversity and Organization Development see:
Greene & Berthoud (Spring 2007) “OD IS Diversity: Differences Are at the Heart of the Field.” OD Practitioner.
Organizational Focus
Individual Focus
Organizational Focus
Individual Focus
Inte
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Organizational Focus
Individual Focus
Inte
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Self Awareness
Self Awareness
Awareness of differences and of our own biases and preferences
Recognizing one's background, values, and vision
Identifying one's personal beliefs, attitudes, assumptions, and behaviors
Exploring our own biases and prejudices
Learn to attend to diversity rather than ignore it.
Organizational Focus
Individual Focus
Inte
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xtern
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Self Awareness
Organizational Focus
Individual Focus
Inte
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Self Awareness Interaction
Interaction
Engaging and working productively with people of different backgrounds.
Communicating across differences
Collaborating effectively
Managing conflicts effectively
Interacting respectfully and openly
“Track” diversity dynamics and your participation
Organizational Focus
Individual Focus
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Self Awareness Interaction
Organizational Focus
Individual Focus
Inte
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Self Awareness Interaction
OrganizationalCulture
Organizational Culture
Examining and designing the internal workings of the organization.
Formal and informal procedures, systems, and policies
Talent recruitment, retention, and development practices
The working climate ("Whose rules rule?")
Note patterns and who consistently benefits
Organizational Focus
Individual Focus
Inte
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l Fo
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xtern
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Self Awareness Interaction
OrganizationalCulture
Organizational Focus
Individual Focus
Inte
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Self Awareness Interaction
OrganizationalCulture
ExternalRelations
External Relations
Working effectively with the community.
The organization's reputation in the community
Engagement with customers, constituencies, and vendors
How well products and services meet the needs of a range of customers
How do societal trends impact internal choices?
Organizational Focus
Individual Focus
Inte
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Self Awareness Interaction
OrganizationalCulture
ExternalRelations
Organizational Focus
Individual Focus
Inte
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l Fo
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xtern
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Self Awareness Interaction
OrganizationalCulture
ExternalRelations
ContinuousLearning
Continuous Learning
Applying learning in one facet to all others
Consciously seeking knowledge and experience
Maintaining a systems perspective to change
Recognizing the work is never done
Intentionally engage colleagues around diversity
Learning from each new interaction and each new program.
Organizational Focus
Individual Focus
Inte
rna
l Fo
cu
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xtern
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Self Awareness Interaction
OrganizationalCulture
ExternalRelations
ContinuousLearning
For more details on the Diversity Diamond see:
Berthoud & Greene (Spring 2001) “A Multi-faceted Look at Diversity: Why Outreach is Not Enough.” The Journal of Volunteer Administration.
