Organization Development - OD - has many definitions. It all depends on who you ask. But there are several key points of what it is that most will agree on:

• OD is long-range in perspective - it’s not a "quick fix".
• OD should be supported by top managers, usually the chief power brokers.
• OD effects change almost exclusively through education, by expanding ideas, beliefs and behaviors.
• OD encourages and supports employee participation in diagnosing problems, selecting solutions, implementing planned change, and evaluating results.
• OD expects everyone to be responsible for the continuous improvement process.

Any OD intervention has 8 steps. The length and depth of each step may vary, but each is present in one form or another.

1. Entry - It becomes apparent that there is a need for change in the organization.
2. Start-Up - The "change agent" works at clarifying the issues and gaining commitment to a change effort.
3. Assessment & Feedback - Process of gathering information and providing feedback to decision makers and key stakeholders.
4. Action Planning - A corrective-action plan is developed.
5. Intervention - The implementation of the action plan.
6. Evaluation - The change effort’s progress is assessed.
7. Adoption - The change is implemented throughout the organization.
8. Separation - The "change agent" prepares to leave the change effort after having transferred the necessary knowledge and skills.

As you continue to face business challenges brought on by stressors such as change, technology, or competition consider approaching the challenge from the OD perspective and compare the results of short-term vs. long-term solutions.

© Debbie King, Evolution Management, Inc.  All Rights Reserved.