The Art of Demystifying O.D.

The term OD or Organisational Development is very poorly understood, even within with HR itself. Yet, it could hold the key to the profession elevating its status and being viewed as more strategic.  In this episode of The HR Uprising Podcast, Lucinda explains that 3 main pillars of OD are as follows:  Transforming an organisation to meet business goals  Applying evidence-based theories systematically to achieve results  Managing or delivering change.  OD is very effective in meeting your business goals. There are different kinds of OD Interventions you can use. Know what will work for you so you can implement them in your organisation. Also, don’t miss the 5-step process that any practitioner can use to apply OD, so start tuning in!  KEY TAKEAWAYS  What is Organisational Development (OD)? It’s about evolving, adapting, or improving an organisation. And, according to CIBT, it’s a “planned and systematic approach to enabling sustained organisational performance through its involvement with people.” It should be aligned with your business strategies.  It can change the structure, skills, and behaviours within the company so you can move towards your goal faster and efficiently.   Examples of OD interventions  To develop a new performance management process  To understand cultural issues, values, etc.  For job redesign  The 5-Step Process on how to do OD  1 – Understand the needs. What do you need in relation to your organisational strategy?  You need people with different skills to be competitive.  Use diagnostic tools.  2 – Decide on how are you going to address those needs.  3 – Select your intervention: human process, business process, HR interventions, strategic interventions.  4 – Implementation  5 – Evaluate the change  The Difference between HR and OD: “It’s OD when it’s orientated widely in the wider organisation whereas HR is more specifically about a human resources process or about people.”  BEST MOMENTS  “The key is doing it in line with business goals.”  “Anything to do with change pretty much fits within OD.”  “It’s not just getting better at appraisals. It’s actually making something more effective in terms of meeting the organisation’s goals.”  “If an OD’s intervention is done well, it needs to lead to a change in the business.”  “Take on a structured approach when delivering change.”  VALUABLE RESOURCES  https://scienceforwork.com/   Center for Evidence-Based Management https://www.cebma.org/   Further information and useful links from previous shows can be accessed at https://www.hruprising.com   ABOUT THE HOST  Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.  “If you look up, you rise up”  CONTACT METHOD  Join the LinkedIn community - https://www.linkedin.com/groups/13714397/   Email: [email protected]   Linked In: https://www.linkedin.com/in/lucindacarney/   Twitter: @lucindacarney HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/