Upload
nitle
View
391
Download
1
Embed Size (px)
DESCRIPTION
Citation preview
NITLE SERIES ON:
FUTURE OF THE LIBERAL ARTS COLLEGE LIBRARY
SAM DEMAS
7 MAY 2013
Overview of Organizational
Development
Webinar Scope
Overview of organizational development What it is and why it is important An holistic view
DIY: ongoing, inclusive process Unpack elements
Organizational culture Strategic directions and planning Workflow analysis Organizational structure
Some approaches and tips Questions and discussion
Organizational Development – Why and How?
Why Organizational Development? Staff are the most important library resource Changes in the ecology of scholarly communication Stagnation, immobilized, overwhelmed Morale and/or operational problems Leadership change Administrative pressure
DIY (selective use of consultants) ongoing, inclusive internal effort
Organizational review as a tool in org. dev.
What is Organizational Review? : (1 of 2)
1. Purposes:Set strategic directions, align with institutionAdjust organizational culture and structure
to achieve strategic goals and adapt to changes in the environment. to create capacity for new work and areas of new emphasis.
2. Methods:Identify what to create more capacity to do
strategic plan, departmental review, outside assessment, etc. Study organizational culture and structure
identify what is working well and what could be improved (staff conversations)
Workflow analysis – different levels & approaches
What is Organizational Review? (2 of 2)
3. Outcomes can include:Written or oral reportNew workflowsNew job descriptions for some staffIdentify focus for vacant positionsNew or modified organizational structure More emphasis on:
Communication Decision-making and leadership Recognition and rewards How we handle change
Identify things to stop doing or de-emphasize“Signature programs”
Familiar tools for Organizational Development
Mission, vision, valuesStrategic planning
Alignment with university goals Setting annual goals for library & staff
Holistic organizational review Departmental reviews Other external assessments (consultant, colleagues) Workflow analysis Structure and job descriptions Organizational culture
Elements of Organizational Culture
CommunicationMorale/esprit de corpsHiring and performance evaluationsDecision-making and leadershipRecognition and rewardsProfessional development – expectations &
supportAssessmentHow we handle change and planningOrganizational structure
Mission, vision, values
Mission (enduring) What is the essential purpose? Why exists? What it does to accomplish these ends?
Vision (5-10 years from now) A vivid idealized description of desired outcomes Resulting contribution to society
Values (today) What do you believe in? Hold true? How do we behave and act on these beliefs? How do we treat each other?
Mission, vision, values
When and why it matters When you have lost track, need grounding Staff turnover New directions
Approaches Mission, vision
Staff task force run the process Values
Appreciative inquiry exercise
Strategic Planning Outcomes
Should result in a common resolve and focusGuiding documentOngoing review and update of strategic planServe as basis for annual goals, staffing and
budget prioritiesWhat you want to create capacity for
Staff development Use of positions What to stop doing, de-emphasize, stop doing….
Annual Goals
For Library
For Each Department
For each member of the team
Tied to performance evaluation
Tied to compensation, reward, recognition,
Departmental Reviews
Academic tradition of decennial reviews Internal review External review Campus review
Outside assessment by consultant or colleagues
Less formal targeted reviews of operations, workflows, departments, areas of challenge
Workflow Analysis
What is it? Taking a fresh and wholistic look at the nitty gritty of how the
work gets done. [In-depth, step-by-step analysis of how the work gets done, how workflows operate with and across departments, review]
How to do it? Consultants In-house task forces Invite colleagues to visit Environmental scan Conduct site visits, job swaps
How to avoid people feeling threatened?
Organizational Structure
IMHO, not as important as many people think Characteristics of other aspects of organizational culture are much more
important
However, useful exercise in every organization periodically
Structure can be an obstacle to communication, cooperation, transparency, mutual support, holistic thinking and acting
Factors: size of organization, cast of characters, organizational culture, institutional culture, etc. Customized to the circumstances, no cookie-cutter approach.
Consultants can be useful in facilitating process
Job descriptions
Work closely with HR
Loyal, smart, long term employees can benefit from taking on new roles and responsibilities, and so can the organization!
Use as opportunity to review classifications, get people raises, make staff development plans, etc.
Conclusion/wrapup
Organizational development is mostly a DIY activity: ongoing, intentional, open, honest, and inclusive process of cultivating individuals and the whole team Consultant roles
Timing/sequencing of activities?
How to quell staff anxiety and engage them intellectually and emotionally?
Questions and discussion……..