OD Process to Guide Change Shirley J. Caruso, M. A. Human Resource Development © 2011.

OD Process to Guide Change

Shirley J. Caruso, M. A. Human Resource Development © 2011

Shirley J. Caruso, M.A. Human Resource Development Copyright 2011

Agenda for OD Process to Guide Change Review of What OD Is Marketing and Positioning OD Effectively Engaging with the Client System Assessment, Action Planning, and

Implementation Did the Implemented Plan of Action Work? Moving Forward After Closing an OD

Engagement Conclusion


Review of What OD Is OD is an effort planned, organization-wide,

from the top, to increase organization effectiveness and health through planned intervention in the organization’s processes, using behavioral science knowledge.

OD is a process of fundamental change in an organization’s culture.

Organizational Development, on the other hand, is any effort to improve an organization.

Conclusion


Marketing and Positioning OD

Determining your value proposition (p. 188).

Market Need

Capability

Passion

1

2 3

4

Three Areas and Four Conditions for Value

Conclusion


Market Need Focus on the benefit for your potential client,

not your methodology – there must be a pre-existing need (p. 186).

Decrease the number of eye injury accidents (Good value proposition)

Create a performance support system (Poor value proposition)

Increase the number of successful bids (Good value proposition)

Perform a task analysis of the of the bidding process (Poor value proposition)


Market Need You try it

Think of two examples of good value propositions and two examples of poor value propositions.

Provide a rationale for your examples.


Capabilities What were some of the skills we discussed

last week? Excellent communication skills Innovative Resilient Problem solver Authentic

Needs analysisTeam BuildingConflict AnalysisData CollectionData AnalysisProject ManagementConsultingTraining & DevelopmentInterviewing SkillsGood Listening SkillsRelationship BuildingLeadership Management SkillsMacro/Micro thinkingAdvocateExpertCounselor -- Mentor



Market Need

Capability

Passion

1

2 3

4


Market and capability without passion gives you little motivation. You do not take “ownership” of the outcomes.

Remember the three consultant roles? You are a pair of hands.



Passion Without passion, the work is tedious. Rothwell et. al. recommends you isolate the

competencies and needs you are most passionate about, and focus on them.

I am most passionate about instructional design. In particular, the design, development, and implementation of performance support systems.

My consulting business targets the needs of specialty trade contractors.

WISE’s Marketing Plan is available for your review.

Share with the group your passion.




Market Need

Capability

Passion

1

2 3

4


Need + Capability – Passion = Little Motivation

Need + Passion – Capability = No Real Cure

Capability + Passion – Need = Solutions to problems no one cares about

Combination of all three will make you an effective marketer.



Identify your buyer Economic buyer-has power to fund project. Feasibility buyer-sends your proposal

elsewhere for approval. Get around feasibility buyers by bringing the

economic buyer into the discussion.

What are your thoughts on getting around the feasibility buyers?



Establish routes to reach that buyer What can an external consultant do? What can an internal consultant do?

Work together to brainstorm some ideas.


Marketing and Positioning OD Review Marketing Plan Outline



Achieve conceptual agreement – some items to think about.

What are the deliverables? How will progress be measured? Who is accountable? What are the start and stop dates? What methodologies will be employed? What are the client’s options? What is your fee? How and when will you be paid? What are the guarantees?


Marketing and Positioning OD Let’s talk about your fee Then we’ll talk about the components of an

agreement



Create a proposal to close business Outcomes Measuring progress (timeline?) Who is accountable? Start and stop dates What methods will you use? What are the options for clients?

Review Sample Proposal for inclusion of all of these considerations.


Effectively Engaging with the Client System

Front End Work Who is client/sponsor? What is the climate/culture like? Where do you come in? How will you demonstrate credibility?

Think about your practicum project. Share some thoughts on your sponsor, the climate, how you fit in, and how you will demonstrate credibility.

Conclusion


Assessment - Action Planning - and Implementation

Who have you involved in the project? What data is needed and how will it be collected? How will you analyze the data? What is your feedback strategy?

Action planning equals engagement.

Maintain engagement. Manage resistance (let’s look at page 265). Discuss resistance you have encountered and

how you overcame it.Conclusion


Did the Implemented Plan of Action Work?

Kirkpatrick’s four levels of evaluation. Phillips’ fifth level of evaluation. Share your plans for evaluating your

practicum projects.

Conclusion


Moving Forward After Closing an OD Engagement

What do you feel good about? What have you learned? What feels unfinished and incomplete? Are there actions to take?

Your practicum projects most likely represent organizational rather that organization development. Nevertheless, you can reflect upon them and decide on future actions. Will you terminate, recycle, or extend? Thoughts?

Conclusion


Conclusion Review of What OD Is Marketing and Positioning OD Effectively Engaging with the Client System Assessment, Action Planning, and Implementa

tion Did the Implement Plan of Action Work? Moving Forward After Closing an OD Engagem

ent

OD Process to Guide Change Shirley J. Caruso, M. A. Human Resource Development © 2011.

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