OD October 2014

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Organization/al development and organization design

by Toronto Training and HR

October 2014

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CONTENTS3-4 Introduction5-6 Definitions7-11 A forgiveness climate12-15 Organizational capacity for compassion16-19 A non-profit focus to OD20-22 Organizations facing a crisis23-24 Appreciative inquiry25-29 Organizational planning30-32 Action planning steps for OD practitioners33-34 Qualities of effective OD consultants35-38 Agile organizations39-40 Human values emphasized by organization

development41-44 Organization design45-47 Young people and OD48-49 Culture and OD50-51 Conclusion, summary and questions

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Introduction

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Introduction to Toronto Training and HR

Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:

Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers

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Definitions

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Organization developmentOrganizational developmentOrganization design

Definitions

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A forgiveness climate

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DefinitionSimilarities and differences with other strategic climates

A forgiveness climate 1 of 4

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Phase OneEMERGENCERestorative justiceCompassionTemperance

External and internal contexts

A forgiveness climate 2 of 4

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Phase TwoSENSEMAKINGEmpathy triggersEmotional shiftsRestorative change

A forgiveness climate 3 of 4

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Phase ThreeFORGIVENESS IN ACTION

A forgiveness climate 4 of 4

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Organizational capacity for compassion

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DefinitionStarting assumptions

Organizational capacity for compassion1 of 3

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Emergent capacity creation for organizational compassionInitiating actionModerating conditionsAgent actionsOutcomes

Organizational capacity for compassion2 of 3

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Pain triggersConditions that enhance self-organizing following a pain trigger

Organizational capacity for compassion3 of 3

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A non-profit focus to OD

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PlanningPeopleProposalsProgramsPartnershipsPoliticsPublicity

A non-profit focus to OD 1 of 3

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Best practicesServe and advocateMake markets workInspire evangelistsNurture non-profit networksMaster the art of adaptationShare leadership

A non-profit focus to OD 2 of 3

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Steps to dynamic planningList hopes and concernsTry a new practiceCollect dataCheck what the data meansReflect on alternate ways to behaveFine-tune practice

A non-profit focus to OD 3 of 3

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Organizations facing a crisis

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Definition of a crisisOrganizations facing a crisis 1 of 2

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Stages of a crisisPreliminary crisis stageAcute crisis stageChronic crisis stageCrisis resolution stage

Organizations facing a crisis 2 of 2

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Appreciative inquiry

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Definition

DefineDiscoverDreamDesignDeliver

Appreciative inquiry

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Organizational planning

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StructureKey functionsChange managementSuccession planning

Organizational planning 1 of 4

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What is the current state of the organization based on the current workload?Plan for the future state of the organization

Organizational planning 2 of 4

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Workforce attributesStaffing mixSkills mix

Organizational planning 3 of 4

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Performance metricsKey indicatorsPlan of action

Costs of turnoverDiversity

Organizational planning 4 of 4

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Action planning steps for OD practitioners

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Evaluate the rankings of the dimension of culture Make a judgment as to which values are the most deeply held and unlikely to changeEvaluate the intervention rankings on the dimension of culture

Action planning steps for OD practitioners 1 of 2

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Choose the intervention that would clash the least Incorporate process modifications in the proposed cultural simulation

Action planning steps for OD practitioners 2 of 2

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Qualities of effective OD consultants

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Appreciation of cultureAuthenticityKnowledge of cultural dimensionsWillingness to learn

Qualities of effective OD consultants

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Agile organizations

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DefinitionAgile technology toolsHow can we become agile?Get the right people on boardScrutinize decisions through a filterStrategic considerationsWhy organizations fail

Agile organizations 1 of 3

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Traits of agile organizationsRapid decision-making and executionHigh-performance cultureAbility to access the right information at the right time

Agile organizations 2 of 3

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The growth curveStart-upRamp-upDelegation ProfessionalIntegrationStrategicVisionary

Agile organizations 3 of 3

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Human values emphasized by organization development

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Human developmentFairnessOpennessChoice

Human values emphasized by organization development

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Organization design

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Contingency factorsExternal environmentStrategyOpen systemsTechnical processSize

Organization design 1 of 3

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Forms of organization designFunctionalDivisionalHybridMatrix

Organization design 2 of 3

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Self-managing teamsA process viewThe virtual organizationInternational aspects of organization designEthical issues

Organization design 3 of 3

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Young people and OD

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What do millennials want?LocationsSchedulesAssignments

Young people and OD 1 of 2

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CommunityGathering spacesGroup onboardingAffinity groupsMentoring and formal career planningThe organization as a parentParents in the workplaceSocial responsibility

Young people and OD 2 of 2

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Culture and OD

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Definition of culture from three levelsFour dimensions of cultureSix cultural influences

Culture and OD

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Conclusion, summary and questions

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Conclusion, summary and questions

ConclusionSummaryVideosQuestions