OD Master ClassAligning OD with the new Public Sector Landscape

Presented by Dominic Demolder

The challenge for the Public Sector

“One of the key success factors in maintaining and improving public services in a reduced budget environment is having the right people with the right skill sets on board to deliver the organisation’s strategy effectively and efficiently”

Presentation overview

Defining OD

The trouble with OD

Our take on OD – what does it do?

Approaches to change

The role of OD in change?

Adding value through OD

The effective OD practitioner

Competencies for OD

Questions

Our take on OD

We define organisational development as

“a collaborative, whole system approach to enabling sustained and improved organisational performance”

(Demolder 2010)

Characteristics of OD

Organisational Development is planned

It is a whole organisation, holistic activity

It is supported by senior managers

It is used to increase the effectiveness of the organisation

It is implemented through planned interventions in the organisation's processes using behavioural-science knowledge

(Based on Beckhard 1969)

Problems with OD

However…………………………..

Problems with OD

Do people understand what OD can do for them?

Problems with OD

Do people understand what OD can do for them?

They won’t unless we market ourselves and produce tangible outcomes that we tell them about

Problems with OD

Do people understand what OD can do for them?

They won’t unless we market ourselves and produce tangible outcomes that we tell them about

OD needs a stronger identity – a recognisable brand!

What does OD do?

Organisational Development –

views organisations as open systems acknowledges that change in one area of

a system always results in changes in other areas

recognises that change in one area cannot be sustained without supporting changes in other areas of the system.

What does OD do?

So, Organisational Development works

across the whole organisation at strategic, tactical and operational levels

and therefore needs to be managed or sponsored by a someone very senior

What does OD do?

Change agent

Internal consultancy

What does OD do?

OD work contributes to the sustained health and effectiveness of the organisation

OD work is based upon robust diagnosis that uses real data from organisational, behavioural and psychological sources

OD work is planned and systemic in its focus, that is taking account of the whole organisation

OD practitioners help to create alignment between different activities, projects and initiatives

OD work involves groups of people in the organisation to maximise engagement, ownership and contribution

(CIPD)

1892 >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 2010

Question

Why isn’t it enough for us to keep doing what we’ve always done?

1892 >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 2010

Answer

“Nothing endures but change”

"You cannot step twice into the same river."(Heraclitus 540 – 480 BCE)

The future – Appreciative Inquiry

“You cannot solve a problem from the mindset that created it.”

“Imagination is more important than knowledge.”

Albert Einstein

Change - approaches

Successful change

Sustainable change

Change - approaches

Successful change

Marked by a favourable outcome

Sustainable change

To maintain or prolong

Public sector Change track record

“change without a people focus does not have a great chance for success” (Farias & Johnson, 2000, p. 278)

Consultancy roles for OD?

1. Anticipating and realigning for change

2. Addressing organisational effectiveness

3. Promoting a culture of continuous improvement, renewal, revitalisation and growing capability

Anticipating and realigning for change

Internalenvironment

‘Markets’External

environment

(Demolder 2010)

Gap?

1

Anticipating and realigning for change

Internalenvironment

‘Markets’External

environment

(Demolder 2010)

OD gap analysis?

1PurposeBrandS/W

O/TPEST

CustomersExpectationsEntitlementCompetition

1

Organisational effectiveness

Mission

Strategy

Business Plan

Operational plan

22

Organisational effectiveness

Mission/purpose

Strategy

Business Plan

Operational plan

2

OD gap analysis?

2OD inputs

OD inputs

OD inputs

OD inputs

The learning organisation

Learning is performance-based (tied to business objectives)

Importance is placed on learning processes (learning how to learn)

The ability to define learning needs is as important as the answers

Organisation wide opportunities exist to develop knowledge, skills, and attitudes

Learning is part of work, a part of everybody’s job description

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OD and change – adding value

1. Understand and define the current state

2. Facilitate a clear vision for the desired state

3. Plan collaboratively for change

4. Facilitate the implementation of the change(s)

5. Measure, monitor and review 1

2

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5

Change steps – adding value

1. Establishing a clear agenda2. Creating a guiding coalition3. Developing a vision and strategy4. Communicating the change vision5. Empowering employees for broad-based action6. Generating short term wins7. Consolidating gains and producing more change8. Anchoring new approaches in the culture

Based on Kotter (1996)

What type of practitioner are you?

Operational ODTeam buildingGroup facilitationConflict managementCoaching

Strategic OD ConsutlancyInfluence organisational strategyInfluence business planningOrganisational design - Process designLarge scale change managementCultural change

Soft

Hard

Competencies for OD Practitioners

A review of the literature suggests that general competencies for OD practitioners include

knowledge of self contracting, consultancy and marketing skills organisation and behavioural theory the ability to implement OD interventions

Typically the list of competencies is quite long and varied.

OD consultancy Skills

1. Understand and define the current state

2. Facilitate a clear vision for the desired state

3. Plan collaboratively for change

4. Facilitate the implementation of the change(s)

5. Measure, monitor and review 1

2

34

5

?

OD Master ClassAligning OD with the new Public Sector Landscape

Presented by Dominic Demolder