EMERGING TRENDS in ORGANIZATIONAL

DEVELOPMENT

EMERGING TRENDS in ORGANIZATIONAL

DEVELOPMENT

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AGENDAAGENDA

• Introductions• What is an Emerging Trend?• Background• Macro Forces• Emerging Trends In OD• Q+A• How Will the Emerging Trends Affect

Your Work Life?

BACKGROUNDBACKGROUND

MACRO FORCESMACRO FORCES

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DISCUSSION OF THE MACRO FORCES

DISCUSSION OF THE MACRO FORCES

• Changes in Technology• Constant Change• Partnerships and Alliances• Changes in the Structure of Work• Increasing Diversity in the Work

Force• Shifting Age Demographics

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CHANGES IN TECHNOLOGYCHANGES IN TECHNOLOGY

Largest Effecting Macro Force• In today’s world technology is evolving at a faster

rate than any other time in history

• Ramifications– Speed of Change– New Strategies– New Distribution Channels– New Relationships– Increased Competition

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CONSTANT CHANGECONSTANT CHANGE

• A Derivative of Other Macro Forces

• Ramifications– Dealing w/ Uncertainty– Need More Flexible Process– Employee Burn Out

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PARTNERSHIPS & ALLIANCES

PARTNERSHIPS & ALLIANCES

• “Companies Can’t Do It By Themselves Anymore”- Companies are realizing that it is not efficient or profitable to own all of the stages in their value chain. Thus, companies are forming new types of relationships with each other to obtain stages of the value chain that they choose not to own.

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• Key is to Actively Manage the Relationships

• Challenges in Making P&A Work– Dealing with Ambiguity– Culture Differences– Finding “Right” Partner

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CHANGES IN WORK STRUCTURE

CHANGES IN WORK STRUCTURE

• Types of Changes– Information Technology Driven (ERP)– More Global– Virtual Organizations– Focus on Core/Outsourcing– Project Work and Cross Functional

Teams– Customer Focus

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DIVERSITYDIVERSITY• Diversity in the workforce is an organization’s ability to

successfully recruit and mange a diverse workforce in order to increase productivity, improve morale, heighten creativity and enhance decision-making

• Possibly be Driven by Increased Globalization

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CHANGES IN DEMOGRAPHICS

CHANGES IN DEMOGRAPHICS

• Caused by – Declining Birth Rates– Baby Boomers Aging– Value Conflicts Between Generations– Rise of Ethnic Minorities into

Leadership

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OTHER MACRO FORCESOTHER MACRO FORCES• Mergers and Acquisitions

– Defensive Move to Take Advantage of Economies of Scale

– Will Continue to Happen– Often Fail: Culture Problems and/or Poor

Integration Program

• Globalization– Enabled by Technology– Free Trade Laws– Growing Interdependencies

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ORGANIZATIONAL CHALLENGES RESULTING

FROM MACRO FORCES

ORGANIZATIONAL CHALLENGES RESULTING

FROM MACRO FORCES

• Dealing with Inc. Competition and Customization

• Need to be Flexible and Cope with Uncertainty• Create an Environment of Constant Learning• Adapting to New Technology and Globalization• Developing New Management Competencies

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EMERGING TRENDS IN ORGANIZATIONAL

DEVELOPMENT

EMERGING TRENDS IN ORGANIZATIONAL

DEVELOPMENT

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OD INTERVENTIONS MOST FREQUENTLY USED TODAYOD INTERVENTIONS MOST FREQUENTLY USED TODAY• Mission and Vision Statement Analysis• Strategic Planning• Reward and Recognition• Change Management• Leadership• Team Building • Facilitation

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TREND#1: EXPANDING THE USE OF

OD

TREND#1: EXPANDING THE USE OF

OD• More Accepted Because it is Needed

to Enhance Productivity & Profitability• Companies Need to Change to Survive• Employee Performance is a Key

Competitive Advantage• More Research: 55% of HBR Articles

are OD Related Over Last Year

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TREND#1: EXPANDING THE USE OF

OD

TREND#1: EXPANDING THE USE OF

OD• OD in Education

• OD in Management Consulting

• OD in Human Resources

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TREND #2: COMBINGING “HARD” BUSINESS

COMPETENCIES AND OD

TREND #2: COMBINGING “HARD” BUSINESS

COMPETENCIES AND OD

• Managers Need OD Skills to Successfully Do Their Jobs

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TREND #2: COMBINGING “HARD” BUSINESS

COMPETENCIES AND OD

TREND #2: COMBINGING “HARD” BUSINESS

COMPETENCIES AND OD• OD PractitionersNeed:

– Lead with Mission, Vision, and Values– Create and Maintain the Appropriate

Culture– Manage Change– Create and Maintain Continuos Learning– Build Employee Self-Esteem– Empower Employees

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TREND #2: COMBINGING “HARD” BUSINESS

COMPETENCIES AND OD

TREND #2: COMBINGING “HARD” BUSINESS

COMPETENCIES AND OD• MBA Programs Teach OD

Competencies in Core Classes

• OD in Project Management

• OD in Management Consulting

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TREND#3: CREATING WHOLE SYSTEM CHANGE

- ORGANIZATIONAL DESIGN AND CULTURE

CHANGE

TREND#3: CREATING WHOLE SYSTEM CHANGE

- ORGANIZATIONAL DESIGN AND CULTURE

CHANGE• Move from Isolated Interventions

to Whole System Interventions• Aligning Strategy with Org. Design,

Culture, and Compensation• More Effective, Longer Lasting, and

More Expensive

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TREND#4: USING OD TO FACILITATE PARTNERSHIPS

AND ALLIANCES

TREND#4: USING OD TO FACILITATE PARTNERSHIPS

AND ALLIANCES• Help Mange Relationship by

Facilitating Process• Initial Design

– Environment of Trust and Openness– Type of Alliance– Scope of Project– Success Factors– How will it be Measured

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TREND#4: USING OD TO FACILITATE PARTNERSHIPS

AND ALLIANCES

TREND#4: USING OD TO FACILITATE PARTNERSHIPS

AND ALLIANCES• Define Communication Patters at

All Levels• Coach Executives• Learning

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TREND#5: ENHANCING CONTINUAL LEARNING

TREND#5: ENHANCING CONTINUAL LEARNING

• Necessary to Stay Competitive• Creates Awareness of Evolving

Customer Needs and Market Dynamics• Fastest Growing Interventions

– Knowledge Management– Learning Organizations– System Thinking– Improving Employees Ability to Learn