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Cindy Baudoin + Carol Gravel October 11, 2016
The Process of Organization Development:
Sharing Best Practices
Introductions
• YourFacilitators
– CarolGravel&CindyBaudoin
• You&YourExperiencewithOD– NewtoOD
– 1-5Years
– GT5Years
Objective and Agenda
Objective: At the end of the program you will have a clear definition of an effective process and some best practices to use in your career as an OD Practitioner.
Agenda • Review a well established 5 Step OD Process • Share tips, techniques and tools you can use in
each step of the process.
Entry + Contracting Discovery Diagnosis +
Feedback Intervention Evaluation
What is Organization Development ?
Aneffortthatis:• Planned• OrganizaAon-wide• Managedfromthetop(*Sponsored)• IntervenAonintheorganizaAon’sprocessesusingbehavioral-scienceknowledge
• IncreasesorganizaAonaleffecAvenessandhealthRichardBeckhard,1969
Organiza4onDevelopment:StrategiesandModels
Step 1
Goal:• SetthefoundaAonfortheODeffortwiththeclientand
fortheworkaheadKeystoSuccess:• BuildconnecAonandtrust• IdenAfytheproblem(s)oropportunity(ies)-trytodefine
inastatement(SeenextSlide)• Uncovermutualwantsandoffers• Assesswillingnesstochange• IdenAfyhowsuccesswillbemeasured• Others??
Entry + Contracting
Simple Problem Statement
Ireallywantto____________________(goal)
BUT
______________________________________(problem-somethinggeUngintheway)
Entry + Contracting
Sample Consulting Questions
• Whatdoyoubelieveneedstobestrengthenedinordertosupportachievingthis?
• Whathaveyoualreadytried?• Isthereanythingofflimitsasweproceed?• Doesthissitcomfortablywithyou?• Askwho,what,whereandwhen,butavoidWHYquesAons(SCARF)
• AswearelookingatwhatiscontribuAngtotheproblem,I’dalsoliketoaskyoutoexploreyourcontribuAons.AreyouOKwiththat?
Entry + Contracting
More Consulting Questions
• Ifwedothis,whatwillbedifferent?• Tellmewhatyouknowthatothersdon’tknowaboutthischallenge.
• Whatistheimpactifwe…• Whatisthepain?• Whatisthevalueoffixingthis?• Howlonghaveyoubeenthinkingaboutthis?• Onascaleof1to10,howimportantisaddressingthis?
• Onascaleof1to10,howcommibedareyoutomakingthischange?
Entry + Contracting
More Tips: Wisdom from TODN
• UnderstandthestructureofpowerwithintheorganizaAon–whoseincharge,whocanmakedecisions,etc.
• Wherearechampions?Whereareresistors?• Understandthehistory.What’sbeendonebeforenow?
• DescribewhatsuccesslookslikefrommulAplepointsofview
• Understandbudgetandresourcesavailable• Prepareclienttosustainchangeacertheconsultantmovesaway
• Understandwhatelseischangingtoassesscapacity• HelptheclientunderstandthatchangeisiteraAve–contractforphases.Leaveroomtoaddtoscopebasedondiscoverywork
Entry + Contracting
Step 2
Goal:• Gather,fromdifferentperspecAves,detailsastothenatureand/orextentoftheproblemoropportunity.
KeystoSuccess:• Useaprocess(seenextslide)• UsemulAplemethods:
– Interviews – Focus groups – Surveys/questionnaires (check out Organizational Network Analysis) – Observations – Unobtrusive measures
• Others??
Discovery
Data Gathering Process
1. Selectappropriatemethods2. PreparefordatacollecAon
a. How data will be collected by who and from who b. Where data will be stored c. How data privacy and/or security will be
addressed 3. Announcetheproject;purpose,sponsor,Amelineandcontact
4. Collectdata5. Synthesizeandreport
Discovery
PRACTICE
1. Readeachofthefivescenarios.2. Definewhatdatagatheringapproach(s)wouldbebestforeach
scenario.• Interviews• Focusgroups• Surveys• ObservaAons• Unobtrusivemeasures
Ifyouselectinterviews,focusgroupsorsurveys,idenAfywhowouldparAcipateandhow.Bonus:Define2quesAonsyouwouldask.IfyouselectobservaBons,describewhoyouwouldobserve,forwhatlengthofAmeandinwhatseUng.Ifyouselectunobtrusivemeasures,describewhatdatayouwishtocollectandhowyouwoulddoso.
Discovery
Step 3
Goal:• Reducethelargeamountofdatatoasetof
“manageable”themeswhichwillhelptoorganizaAonseetheproblemoropportunityinusefulconceptualmap.
KeystoSuccess:• DeducAveAnalysis-UseModelsfordefiningpaberns• InducAveAnalysis-Findkeythemes• StaAsAcalAnalysis-bythenumbers• StructurethefeedbackmeeAngandanAcipatereacAon• Others??
Diagnosis +
Feedback
Example Deductive Synthesis Diagnosis +
Feedback
Usemodelsthatresonatewithyourbusiness
Strategy
Structure
Process
People
Rewards
Galbraith's Star Model
Bersin's Simply
Irresistible Organization
Model
Step 4
Goal:TosolvetheproblemorimplementtheopportunitybyhelpingtoimprovetheeffecAvenessoforganizaAons,groups,teamsorindividuals.KeystoSuccess:• Planning
– Define the appropriate intervention(s) based on the desired outcome
– Structure the intervention at the appropriate time and with appropriate resources
• Avoidthe10CommonIntervenAonFailures(seenextslide)• Others??
Intervention
More Keys to Success
• GetonthebalconyandhelppeopleseethebiggerperspecAve
• BeclearaboutPhasesoftheproject• Usemanageableandmeasurablechunksofchange
• Useajourneymaptohelppeoplevisualizethephasesofchangeandprogressmade(“youarehere”)
• Coachaswellasconsult
Intervention
Types of Interventions
• StrategydefiniAonorclarificaAon
• Businessplanning
Intervention
Organization
Individual Team
• Conflictmanagement• Teambuilding
• Individualassessment+feedback
• Coaching• Mentoring• Skilldevelopment
• Surveyfeedback+acAonplanning
• Businessprocessre-engineering
• TechnologyintervenAon• StructuralintervenAon
Common Intervention Failures
1. Wrongproblem2. WrongintervenAon3. UnclearoroverambiAousgoals4. ImplemenAnganeventratherthanaprogram5. NotenoughAmedevoted6. PoorlydesignedintervenAon7. Unskilledchangeagent(s)8. Ownershipnottransferredtoclient9. Resistancetochange10. Lackofreadinessforchange
Intervention
Step 5
Goal:• AssesswhetherornottheintervenAonhasmadea
differenceintheorganizaAonand/orhastheproblemoropportunitybeenaddressed.
What’sInvolved:• EnsureyouhavedatathatdefinestheASISorbaseline• Leveragethedatafromdiscoveryphase• Ensureyoudefineresources-takesAmetoanalyzethe
datatodetermineimpact• Others??
Evaluation
Measuring Engagement
• Howdowemeasurehumanelementsofengagementinchange–askthematmulAplepointsthroughouttheintervenAon
– How engaged do you feel in this change? – Has your manager talked to you about your role in the change?
– To what extent do you feel that you have an opportunity to participate in this process?
– To what extent do you understand the reasons for change and the progress we’re making?
– What would you like to know more about or feel more connected to this change?
– Others??
Evaluation
Objective and Agenda
Objective: At the end of the program you will have a clear definition of an effective process and some best practices to use in your career as an OD Practitioner.
Agenda Review a well established 5 Step OD Process Share tips, techniques and tools you can use in each step of the process.
Entry + Contracting Discovery Diagnosis +
Feedback Intervention Evaluation
Additional Resources For Your
OD Toolkit
Professional Associations
http://www.odnetwork.org
https://www.siop.org/
https://www.ispi.org
https://www.iaf-world.org/site/
Other Reference Sites
• CenterforRightRelaAonships– http://www.crrglobal.com
• ChangeManagementReview:
– http://www.changemanagementreview.com
• BersinbyDeloibe– http://home.bersin.com – Follow @Josh_Bersin on Twitter
Bookshelf Recommendations