the future of od?: a hopeful view of where we could go mn od network june 7, 2012 david w. jamieson...
TRANSCRIPT
The Future of OD?: A Hopeful View of Where We Could Go
MN OD Network
June 7, 2012
David W. Jamieson
University of St Thomas
[email protected] ● 310-699-3060David W. Jamieson, 2012
The TopicI have taken a stab at this during three other decades. Amazingly, much of what I talked about in the 70s, 80s & 90s has happened!
This topic and field have become too large and complex to do them justice in these short comments, but…
This opportunity does provide a chance to share my recent perceptions & hopes and start a conversation among the MNODN
Background The field of OD is not that old (60years) and has never been able to establish it’s own discipline (in academia) or a fully-credible position in organization work. Much internal debate with varying identities Includes a wide swath of topics, knowledge
and skills making it hard to bound Is and is not part of many other functions Was actually founded as a multi-disciplinary
practice
Background Many OD values, practices & methods have gone mainstream and become included in other fields work team-building participation facilitation coaching diversity & inclusion use of democratic processes Use of feedback more humanistic management practices
Background During our history, not enough attention has been paid to some important issues that are necessary to establish any field:concrete resultsevaluations of OD outcomesmaking connections between what OD does
and what organizations needMaking our concepts and knowledge-base
clear conceptually for all to understand
A Hopeful Look to the FutureBring OD theory & practice into more common use by integrating better with other disciplines and roles: Make it more regular in management education,
leadership development, HR education, project management skills, public administration programs, etc.
Keep it as a field of study (for more depth), but translate much of it for use more broadly
Don’t let the other fields dictate what it is and how it’s used! Be proactive
The goal is to equip more people who can create healthy & effective organizations
A Hopeful Look to the Future Stop debating what OD is. Let’s outline a flexible definition and framework for what OD brings to any party AND JUST DO IT! A working definition and way of talking about OD
on next slides Highlight the value OD knowledge and skills adds
to organization, group, and interpersonal success Ground our work in concrete issues and needs
such as all the change that is needed or integrating technology, work and people or M&A or global efectiveness
What is OD?
a process of planned and emergent intervention(s) utilizing behavioral and organization science principles to change a system and improve its effectiveness, conducted in accordance with values of humanism, participation, choice and development, so that the organization and its members learn and develop
adapted from Jamieson & Worley (2008)
What is OD?
A series of actions (interventions) in a planned & emergent process
Using theory & methods from behavioral sciences (e.g., economics, psychology, sociology, anthropology, social psychology) and organization sciences (e.g., organization theory, organization design, systems theory, management theory)
What is OD?
To understand systems & behavior; and to take action for change, effectiveness and improvement
Conducted in accordance with certain values: humanismparticipationchoicedevelopment
What is OD?
So that the organization & its members learn & grow (develop capacity & their potential)
What is OD?
A mindset (way of seeing the organization world)
A set of value-based perspectives
A philosophy of organizing, managing and changing
An integration, across disciplines, of theories, concepts and methods, for understanding & changing human systems
A field of study & practice
What are OD Perspectives?
An open, socio-technical, human systems perspective on organizing & organizations
A cyclical, participative, action research orientation to inquiry, diagnosis & change
An inclusive perspective on planning, problem-solving & change
A humanistic perspective on relationships, managing & ethics
A developmental perspective on individual & collective improvements
What is OD?
Defined by how we view the world, organizations, people & change
Defined by what we focus on
Defined by how we take action
Defined by central guiding concepts-in-use
Defined by the values shaping our behavior, methods & desired outcomes
Defined by the learning and transfer orientation
What is OD?
OD specifically brings into focus: The systems context Inter-relationships and dependencies that
affect outcomes Human dynamics that contribute to outcomes Relationships between human levels Understanding & changing human systems Inquiry/data needs Stakeholders: who’s involved and affected
A Hopeful Look to the FutureImprove documentation, research and causal links. Help to make the case for the what, how, when & why of OD in relation to organizational & societal outcomes people care about Collect more data. Ask more participants about
their experience. Talk about it and write it. Make whatever causal or correlational connections
you can. Patterns, common outcomes from similar processes and experiences where ‘B’ usually happens after ‘A’ or with ‘A’ will bring credibility
Some ImplicationsFor Education: Moving across disciplines. Influencing other
programs What to include in masters & doctorates in OD Mixing different concepts and language
For Professional Associations (MNODN): Who brings a different representation of what’s
needed? Early adopters of OD in other fields Search for research and data that adds value to
the case
Some Implications
For You:How broad is your knowledge and skill set?What disciplines or functions can you
integrate with?What developmental edges could you
pursue?What can you do to make OD more
universally accessible?
THE ONE WITH THE LARGEST VIEW
WINS! Jamieson
If possible open this video clip for use at end
http://www.youtube.com/watch?v=l1_zu_GUvzM
Good way to see continuing need for OD work