Why Organisational Development often fails to deliver

Organisational Development (OD) is the name or label given to many HR and training related strategies, but it is more than that.Bennis in his early work "Organizational Development: nature, origins & prospects" defines OD as: "a response to change, a complex educational strategy intended to change the beliefs, attitudes, values and structure of organizations so that they can better adapt to new technologies, markets and challenges" This is just as true today as it was in … [Read more...]

Innovation – Individual or team effort – “Collective Leadership”

Today I read an interesting blog article on Innovation which starts with:"To generate creative business ideas, breakthrough innovators must be fiercely tested and wisely deployed (…) Truly innovative people are rare. Perhaps, 5% or 10% of the high potential managers within a company at any given time have the skills and attributes to become innovators.”Read Jeffrey Cohn, Jon Katzenbach, and Gus Vlack’s paper, “Finding and Grooming Breakthrough Innovators,” on HBR."  The author … [Read more...]

Not What Why

When situations are difficult it is easy to remain task focused (what), but does this help us maintain a future resistant approach?Schein in “Organizational Culture and Leadership”  says “what happens in organizations is fairly easy to observe, but in the effort to understand why such things happen, culture as a concept comes into its own”If leadership is the key to the future success of our organisation then culture is the lock. In a world where we are very short term-ist (just look … [Read more...]

Introduction to Knowledge – Understanding – Action The RapidBI approach to Change

Introduction to KUA™ Knowledge -> Understanding -> ActionKnowledge leads to Understanding which can be applied into effective Actionis the process and principles that RapidBI base all of our programs, products and development upon.We recommend that when starting any OD or change intervention that you follow this simple, yet effective process:KNOWLEDGE - learn the principles, underpinning information and concepts UNDERSTANDING - from that knowledge develop your … [Read more...]

Organisational Development – #oneword #HR #CIPD

In 2015 100s of HR professionals were asked a simple question in a survey… in one word describe…ORGANISATIONAL DEVELOPMENTParticipants were invited from the CIPD Members LinkedIn group, the CIPD communities, and the CIPD Facebook group. 613 participated. Of those, over 70% have been in HR for more than 11 years.Not all questions were mandatory The demographics for this were:Processing of one word data. During data analysis, spellings were corrected, and capitalisation resolved. No … [Read more...]

Organizational Development & Organizational Effectiveness

OD Culture and needs assessment What is Organizational Development?Organization Development (OD) is a complex strategy intended to change the beliefs, attitudes, values, culture and structure of organizations so that they can better adapt to new technologies, markets, and challenges. Organizational Development methods are employed to improve Organizational Effectiveness (OE).Performance improvement is a key reason for implementing organizational development tools and methods.Or in simple … [Read more...]

organisational assessment tools

Organisational Diagnostics, Development and Assessment Tools Introduction to Organisational Diagnostics Development and AssessmentDiagnosing organisational development (OD) needs Assessing and diagnosing organisational development (OD) needs is different from training needs assessment. The Business Improvement Review (BIR) is a diagnostic tool or instrument which enables managers, clients and stakeholders identify what is needed in an organisation to identify changes needed.Let's start … [Read more...]

CSI in organizations a valid approach

CSI in organizations – a valid approach? We are in the beginnings of massive change for both the way we employ people and the way organizations are financed and run. To prepare us for the ‘new world’ we need to look at things from a different perspective.At first glance Crime Scene Investigation (CSI) in organizations and organizational development may look a little out of place, but when things go wrong it can help the rest of the OD world to understand why the ‘victim’ died, who was … [Read more...]

Organizational Diagnostics and Strategy Maps

The world of organizational development is s strange one. ask 10 practitioners in the field what it is and you will get 11 different answers!For those of us involved in the cloak and dagger world of Organizational Development we use a wide range of organizational diagnostic tools  however when it comes to planning and monitoring progress we often do things a little freestyle. While this may feel creative and valuable it may well be one of the contributing factors to change programmes not … [Read more...]

Harvard Yale Written Goals Study – fact or fiction?

3% of Harvard MBAs Make Ten Times as Much as the Other 97% Combined ..or... Why 3% of Yale MBAs Make Ten Times as Much as the Other 97% CombinedOr so the written goal study story goes regarding personal effectiveness and performance... The power of written goals One question was said to have been asked: “Have you set clear, written goals for your future and made plans to accomplish them?” Is your OD or change process based on fact or fiction? Often methods and strategies we use in … [Read more...]

Learning and OD through Social Media

Can we Learn from Social Media? One thing that amazes me is the lack of acceptance in the Learning and Development world of Social Media. At a conference workshop last year, out of 40 people only three used social media for learning.Sure some organizations are setting up LinkedIn groups, Ning or other groups and forums for people to share ideas, but that is in many ways an extension of networking or action learning that already exists, just migrating to new platforms.Learning through social … [Read more...]

Balance in the Nine Box Grid for Talent Management

Removing Line Manager Blocks to Encourage Talent ManagementIts not all about people that are identified as being in the top right of a model. Talent is required at all levels and for all jobs. If all a business employed were high fliers then staff turnover would be unsustainable. True talent management is about harnessing and utilising what we have.The nine box grid is a valuable and yet simple tool in the planning and management of people talent in any organisation. Its simplicity is … [Read more...]

Strategic Organizational Development

Organisational Development professionals are the CEOs allies in creating a top performance culture for the organization.Organizational Development professionals are specialists in Change Management and Culture Development. However many find themselves in positions that make it difficult to get a straight line of communication to the CEO. Mainly because of the Organizational structure and the fact that OD-Organization Development is located under HR. Ideally the OD Head would have a position … [Read more...]

Coaching – seven sport and organisational analogies

Emphasis on excellence Putting high value on persistence Stressing self-reliance Embracing competition Encouraging comradeship Massive motivation to win - to be the best Huge satisfaction for winnersSource: David Megginson … [Read more...]

Force Field Analysis

The Force Field analysis is a graphical tool for supporting decision making. It can be used equally by individuals or teams.Kurt Lewin in 1943 developed the concept based in the physical sciences. He originally proposed it as a tool to understand problem based situations in social science and to effect planned change.He described a problem situation as one where the difference between the way things are and the way they are desired to be. The principle of force field analysis is that in … [Read more...]

Change management approach and models

Introduction to Change, change management and change models For any organizational development (OD) intervention to be effective, change needs to be lead or at the very least managed.Many organizations focus on the project management aspects of change. While this is an important factor – it is not the critical factor. People are. Having said that, it is about balancing the development or change of both at the same time – see our business growth model.Often when undertaking change … [Read more...]


On Wednesday 6 June 2008 at the IoD in London another group undertook training in use of the Innovation Equation developed by Byrd.The Innovation Equation: INNOVATION = CREATIVITY x RISK TAKING is a behavioural based approach. Under the two main components (Creativity and Risk Taking) are seven behavioural drivers. Using these drivers organisational development specialists can identify current and desired culture and map a change plan to enable the organisation to achieve its goals.The … [Read more...]

What’s new in od

What's New in Organizational Development - workshops The What's New Workshop SeriesWe have noticed that many organizations demand leading edge solutions - NOW - but many of us do not have the time to research what is going on in other organizations. That is where we can help. We have looked at many organizations, seen what they are doing (and what works) and have distilled this information just for you. Easy 1/2 day workshops. You will take practical ideas away with you.Sessions run … [Read more...]

RapidBI organisational development

Organisational Development Are you a Coach, Consultant, HR Specialist, Business Advisor, Accountant or VC?Do you need to get under the surface of an organisation or company?Do you want to maximise returns for your client?Do you want tools and approaches will help you be more effective?Then read on...It's not always easy to pinpoint where a business is going wrong. Especially when you're under pressure and can't see the wood for the trees.But help is here. At RapidBI (or … [Read more...]

Organizational Mirror

Organizational Development - Organizational Mirror Methods Organizational Development TechniquesThe aim of the process is to recognize and clarify dysfunctional activity by mirroring so as to strengthen boundary differentiation amongst groups and individuals and hence their capacity for adaptation to the organizational task.The process typically follows three broad stages: information-gathering, formulation and implementationIntelligent MirrorAny OD technique worth applying … [Read more...]

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