} Formed in 2002 to expand the community of knowledge and practicalapplication in the field of OD.

} Centers of Excellence in Africa, Asia, Caribbean, Middle East and NorthAmerica.

} Offering Certification Programs in Organization Development (ODCP),OD Process Consulting (ODPC), OD Certified Consulting Program, (ODCC)Talent Management (TMCP), Executive Coaching (ECCP), and LeadershipDevelopment (LDCP) and Advanced Professional Development Programs.

} Over 2,500+ professionals have attended our online programs, our livetraining, advanced seminars and OD conferences.

} Holds an annual OD Conference Annually to share best practices in ODto transfer knowledge around the world.

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About IOD

} Nancy Zentis is Founder and CEO of Institute of OrganizationalDevelopment. As a Global leader in the field of OD, Nancy is well-recognized for her accomplishments in the field of OD for over 30years. She founded IOD in 2002 to advance the field of OD andprovide opportunities for those interested in practicing OD. Shespecializes helping organizations implement change using an ODStrategic Approach.

} She founded the South Florida ODN in 1999 and was the Presidentfor 13 years. She remains on the board as Chair Emeritus. Nancyholds a Ph.D. in Organization Development from CapellaUniversity and a Masters in Human Resource Development andBusiness Management from Central Michigan.

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} Ragland is the Vice President for Global OrganizationDevelopment & Strategy and is responsible for Global corporateaccounts, memberships and partners. He is also the Partner forInstitute of Organization Development in Asia Pacific and willoffer classroom certification programs and consulting to clients inthis region.

} Ragland is a HR & OD Professional with experience in Consulting,Manufacturing, Information Technology, BPO & KPO & SharedServices Industry verticals. He has 21+ years of experience indelivering OD, HR Generalist & Specialist roles and has worked fororganizations like Visteon, Rane, iGate, GE Capital, HSBC, Zenta,Amazon & Shell.

}

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1940-­50s:    Roots  of  Practice    

Values  –  Democracy,  Positive  Potential  of  People,  Use  of  Scientific  Inquiry  to  address  social  issues  Action  Research  Social  Technical  Systems  Sustaining  Change  

1960-­70s:  Foundations  of  Practice    

Organizations  as  living  systems  Positive  view  of  people  and  potential  Action  research  and  process  consultation  Change  –  Force  Field  Analysis  

1980-­90s:    Branches  of  Practice    

Social  Construction  –  Appreciative  Inquiry  Large  group  /whole  system  events  Systems  Thinking  Participant  Inquiry  and  engagement  Change  –  Story  Telling  Change  is  Self  Organizing  Diversity  and  Multiculture  Environments  

2000s  –  Present:  Evolving  Practices    

Complex  Approaches  to  Change  and  Self  Renewal  Mixing  and  Matching  Practices  Reintroducing  concepts  and  theories  Bulding  on  existing  bodies  of  knowledge  

Evolution of OD

Building on existing bodies of knowledge

• Kurt Lewin• Trist• Emery / Richard Beckard

• Kurt Lewin / Warner Burke• McGregor• Edgar Schein

• Cooperrider• Kathie Dannemiller

• Stephen Covey• Daniel Goleman

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OD is a process where an internal orexternal change agent helps seniorleaders solve critical problems byinvolving all members of the organizationto share their views, provide feedback,and determine the best solutions to fit theneeds of the organization …

OD Definition

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Creating Sustainable

Global Organizations

Where do I to start?

Managing Change

Leadership Effectiveness

Changing Mindsets

Engaging Others

Measuring the Impact

Creating Sustainable Strategies

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Global Challenges

From The Millennium Project – www.themp.org

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• Returnment instead of Retirement• What they cant do to What they can do

The Ageless Workplace

• Mindfulness throughout Business• Always On to Sometimes Down

The Mindful Workplace

• Technology to enhance People results• Unite workforce using Software

The Intuitive Workplace

• From emails to talking • Bring people together

The Collaborative Workplace

• Make Change part of DNA• Hire & train for flexibility

The Changeful Workplace

The Engaged Workplace

Workplace Challenges

Adapted from The Future Workplace by Unum

• Engaging Hearts, Mind & Body• Retaining Top Talent

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} Each Table is an OD Café Table} Each table to choose a Host/Hostess. The rest are Guests} The members introduce themselves.} Each Guest to share his / her inputs on the questions

} What is the Future of OD in the Workplace} What actions can we take to make OD relevant in the workplace

} The Host / Hostess records in the Café Form} The Guests move to the next table and Host/Hostess stay in the Table} The members introduce themselves, listen to the points already sharedand continue to probe deeper on the questions/

} The Host/Hostess reports out the messages for each question

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• Leaders practice as OD Experts• Develop a Sustainable Change Process• Align organization systems effectively• Use a proven scientific approach to make

decisions and solve problems• Gain a reputation as a best practice organization

Improved Organizations

• Train people to practice the principles of OD• Train leaders to practice OD Principles• Practice OD as a business discipline• Create stronger work teams that help

organizations implement and sustain change

Workforce

•Support community initiatives with an OD change model

•Advocate social responsibility integrated with OD solutions

•Share OD knowledge with others throughout the world

Culture

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Future of OD

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Ø Organization Effectiveness and Sustainability

Ø Agility to Change Faster

Ø Improve Processes and Performance

Ø Global Reputation as Leaders

Ø Build a Stronger Brand and Value Proposition

Ø Gain Impact on Bottom Line

Benefits of OD

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