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Articles | A General Process of Organization Development
A General Process of Organization Development
Here are a few sentences that explicate the process of doing organization development in a recipe fashion. Do not take the recipe too seriously; your judgment is required at each of the 14 steps!
- The goal is to improve the human systems that dictate the success of operational systems by...
- Using ourselves consciously rather than reflexively and automatically.
- Only then can we reliably build support systems for specific change goals to critical mass by...
- Developing contracts to include agreements for...
- Change goals
- Change strategies
- Role clarity
- Feedback and personal support around collaborative behaviors
- Consequential accountability.
- Identifying and disengaging from what hasn't and isn't working and...
- Identifying and resolving root-cause system issues while...
- Creating new possibilities of effectiveness, efficiency, productivity, and satisfaction.
- Adopting an infinite, win/win perspective of power rather than the prevailing finite, win/lose perspective so that we can...
- Gather and use sound and current data,
- Learn from our differences for synergy and creativity rather than contention and conformity,
- Support the empowerment of each other, and...
- Give and receive interpersonal feedback while paying attention to systemic feedback, both of which tell us if we are on target or not.
- All of this is done through intentional and deliberate change events at the necessary levels of human systems:
- Personal,
- Interpersonal,
- Group,
- Intergroup, and
- Organization.
- Designed to develop the contracts needed to build the critical mass of support system needed for goal accomplishment.
These agreements will facilitate the following:
We do this through the following five strategies:
These change events will have been...
Michael F. Broom, Ph.D.
June, 2010