Organization Development Teams Presentation

8/10/2019 Organization Development Teams Presentation

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www.teamsandleaders.com

Organizational Development

A teeny tiny glimpse...


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Team Through a Hoop


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Objectives

Demonstrate how OD affects us

personally, regardless of our position inan organization

Demonstrate the issues facing

organizations


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Agenda

Team Through a Hoop

OD Defined

Who are the Clients? What issues does OD address?

How are those issues addressed?

Waterline Model

Helium Stick E Q

Wrap-up & Additional Resources


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What is OD?

Organizational Development is theprocess of improving organizations

by increasing organizational and/or

employee effectiveness.


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Who are the Clients?

Board of Directors, CEOs, VPsDuring changes in corporate strategy, mission, leadership, technology or

organization structure

Middle Managers

Within specific areas or across functions to identify sources of conflict andbarriers to performance, or help build a broader vision and more effective

leadership

First Line SupervisorsTo improve operations and employee involvement, establish high

involvement work teams, improve organizational communication, develop

supervisory training or new reward systems

Line WorkersTo facilitate job redesign improved performance, teambuilding or

improvement in the work environment


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Performanc

e Gaps

Micromanaging

RoleAmbiguity

Infighting

Conflict

Low Morale

Biz Growing

Pains

Diversity

Issues

Grooming

Future

Leaders

Skill Building

What Issues Can OD Address?

Decisions

Dont

Stick

High Turnover

Lack of

Mission/Vision

Ineffective

Norms/Patterns


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How are Issues Addressed?

Organizational

Effectiveness

Employee

Effectiveness

Change Management Executive Development

Strategic Planning 3rd Party Conflict Resolution

Group Facilitation Customer Service Training

Org Restructures Leadership Development

Sociotechnical SystemsDesign

Workforce Diversity

Action Research Communications Training


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The Waterline Model*

Task

Maintenance

Structure

(Roles & Goals)

Group

(Dynamics and Development)

Interpersonal

(Between 2 People)

Intrapersonal

(Within an individual)

X X X X

*Adapted from Harrison, R. (1979) The Waterline Model: A

Diagnostic Intervention Model for Managing/Leading

Groups.


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The Rub

Metrics- How do we know we have

succeeded?

Change- even change for the better-is

hard.


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Helium Stick


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Emotional Intelligence

Self Awareness Self Management

Social

Awareness

Relationship

Management

PersonalCompetence

Social

Competence

What I see What I do


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1. Public

4. Unknown3. Hidden

2. Blind

Known to Self Unknown to Self

Known to Others

Unknown to Others

Luft, J. (1970, 2nd Ed.) Group Processes; An Introduction to Group Dynamics.

Palo Alto, CA: National Press Books.

We can only access this by

receiving feedback from others

Joharis Window


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Review


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Additional Resources

Connor, D. (1992) Managing at the Speed ofChange. New York: Random House Books.

Goleman, Daniel. (1998) Working with EmotionalIntelligence. New York: Bantam.

Heen, S., Patton, B., & Stone, D. (1999) DifficultConversations. New York: Penguin Books.

Heifitz, R. & Linsky, M. (1999) Leadership on theLine. Boston: Havard Business School Press.

ONeill, Mary Beth. (2000) Executive Coaching withBackbone and Heart. San Francisco: Jossey-Bass.


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Behavioral Patterns

Under-perform

Micromanage Lack of follow-through

Distrust

Trust

Accountability


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Conviction/Connection Model

Connection

Conviction

EnmeshedDisengagedAvoidance

Rigid - Inflexible

Over-accommodating


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Triangulation

*Based on the work of Murray Bowen

You Them

3rd Party


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Communication Breakdown

Visuals

55%

Words

7%

Vocals

38%

Visuals

Vocals

Words

*Mehrebien, A. (1972) Silent Messages. Chicago: Aldine-Atherton.


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The Interpersonal Gap Model*

As private

intentions

As

observable

actions

Bs private

interpretation

s

*Based on the work of

John Wallen, PhD.

Pass through

filters and are

transformed

Into

Pass through

filters and are

transformed

Into


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Age Birth Order

Gender

Marital Status

Religion

Organizational

Role

EducationWork

Background

Income

Family Norms

What are YOUR filters?

Ethnicity

Physical

Abilities

Values

Sexual

Orientation

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