OD Principles of Practice
Organization Development is a planned and systemic change effort using organization theory and behavioral science, knowledge and skills to help the organization, or a unit within an organization, become more vital and sustainable.
The practice of OD is grounded in a distinctive set of core values and principles that guide practitioner behavior and actions (called interventions).
* Values Based. Key values include:
§ Respect and inclusion - to equally value the perspectives and opinions of everyone.
§ Collaboration - to build win-win relationships in the organization
§ Authenticity - to help people behave congruent with their espoused values.
§ Self-awareness - committed to developing self-awareness and inter-personal skills within the organization.
§ Empowerment - to focus on helping everyone in the client organization increase their individual level of autonomy and sense of personal power and courage in order to enhance productivity and elevate employee morale.
§ Democracy and social justice - the belief that people will support those things for which they have had a hand in shaping; that human spirit is elevated by the pursuit of democratic principles.* Supported by Theory
OD's strength is that it draws from multiple disciplines that inform an understanding of human systems, including the applied behavioral and physical sciences.* Systems focused
It is grounded in open systems theory and approaches to understand communities and organizations. Change in one area of a system always results in changes in other areas and change in one area cannot be sustained without supporting changes in other areas of the system.
* Action Research
A distinguishing OD feature, contrary to empirical research, that posits things change by simply looking at them. Therefore, the results from planned action must be continuously examined and change strategies revised as interventions unfold.* Process focused
The emphasis is on the way things happen, more than the content of things, per se. Management consultants are more concerned with the what vs. the way.* Informed by data
Involves the active inquiry and assessment of the internal and external environment in order to discover valid data and create a compelling rationale for change and commitment to the achievement of a desired future organization state.
* Client centered
OD Practitioners maintain focus on the needs of the client, continually promoting client ownership of all phases of the work and supporting the client's ability to sustain change after the consultant engagement ends.
Organization Development Methodology, Technology and Tools
Survey Feedback, Virtual and other Organization Assessment Tools, Culture Audits, Interviewing, Focus Groups, Story Telling, Process Consulting, Questioning, Appreciative Inquiry, Action Research, Effective Meeting Skills, Action Learning, Confrontation Meetings, Dialogue Training, Team Building, Difference Valuing, Socio-Technical-Systems, Simulations (simu-real), Contracting, Observation, Coaching, Integrated Strategic Planning, Group Dynamics, Visioning, Legacy work, Skills Training, Norms Mapping, Leadership Development, Self-awareness Tools, Whole Scale Change, Future Search, Large Systems Change, Values Clarification and Values Integration, Open Space Meetings, Conflict Resolution, Training of Trainers, Work Redesign, Culture Change, HR and other system changes, Group Problem Solving, Attitude/opinion surveys, Meeting facilitation, Interest Based Problem Solving, Mutual Gains Negotiating, Fishbowls, Environmental Scanning, Grid Workshops, Mission Building, Responsibility Charting, Role Playing, Mirroring and Modeling, Eidetics, Communication Workshops and Learning Laboratories.