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Learnings from a Career in Organization Development

Learnings from a Career in Organization DevelopmentLearnings from a Career in Organization DevelopmentLearnings from a Career in Organization Development

Ethical Interventions to Improve Organziation Performance

Learnings from a Career in Organization Development

Learnings from a Career in Organization DevelopmentLearnings from a Career in Organization DevelopmentLearnings from a Career in Organization Development

Ethical Interventions to Improve Organziation Performance

OD for Dummies - Under Construction

Our Mission

Why is OD important?

Why is OD important?

Provide an overview of how organizations work and ways that they can be improved in terms of profit, performance and optimization for all stakeholders. We want to share knowledge and learning to keep the practice of OD alive as change hits organizations at an ever increasing speed.

Why is OD important?

Why is OD important?

Why is OD important?

  Organization development (OD) can have profound impact on business performance. It is not just human resources jargon.  The development aspect of OD in practice is to look at performance in a multi-faceted approach that considers all stakeholders from stockholders to society. 

Where to Begin...

Why is OD important?

Where to Begin...

Recommendations for those interested are to gain business and analytical knowledge through degrees or self study.  Soak up the content of OD such as systems design, change management, teams, and leadership.  Prepare oneself as an effective change agent before beginning 

the practice OD.

Hello

Welcome and Introduction

Overview of Organizational Development

This document reflects my journey and career in the development of individuals and organizations. It aims to provide a foundational understanding for those who wish to pursue careers in this field

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My Journey to Organization Development

Early Activities

Identification of Need for Change

Identification of Need for Change

  

My journey into Organization Development began when I was just 12 or 13 years old. It was the 7th grade, and I had my first eye-opening experience with an organization that failed to meet expectations. This pivotal moment sparked my passion for change and systems improvement, setting the foundation for my career.

Identification of Need for Change

Identification of Need for Change

Identification of Need for Change

 Growing up in a small town in the 1950s, I, like most students, ate school cafeteria lunches. Meals were prepared by "cafeteria ladies" and followed newly introduced national nutritional guidelines. While the intention was to nourish children, the results were often less than appetizing—rubber chicken, fish sticks, and green beans from large USDA-issued cans. But what I’ll never forget is the day my friends and I found rocks in our green beans. I’m not talking about grit—these were pea-sized rocks that crunched unpleasantly between our teeth. 

Plan of Action

Identification of Need for Change

Impact of Action

  Determined to make a change, I decided to organize a boycott of the cafeteria. At $.35 per meal, we deserved better. Without social media or smartphones, I spread the word among my classmates through sheer determination and word-of-mouth. The plan was simple: everyone bring their lunch and avoid the cafeteria for a week to protest the poor quality of our meals.

Impact of Action

Unintended Consequences

Impact of Action

The boycott gained traction quickly. By Wednesday, it had captured the attention of the school administration. Expecting a stern reprimand, I was summoned to the principal’s office. Instead of scolding me, the principal acknowledged my frustration and explained an unintended consequence of my efforts. Around 40% of the students relied on free lunches provided by the school. For many, it was the only substantial meal they had access to each day. By following the boycott, these students were going without food altogether. 

Unintended Consequences

Unintended Consequences

Unintended Consequences

  Hearing this was a humbling moment. I realized that even well-intentioned actions could lead to unforeseen negative impacts. Change was more complicated than I’d thought. Organizations needed to balance the needs of all their stakeholders and carefully consider the ripple effects of their decisions.

Lesson Learned

Unintended Consequences

Unintended Consequences

 I called off the boycott and carried the lessons from this experience into adulthood. It instilled in me a lifelong passion for making organizations more effective, inclusive, and responsive to the needs of those they serve. This formative event continues to guide my approach to Organization Development and systems change. 

More About Me

More About Me

More About Me

Learn More

Organizations as Systems

Three Elements of Systems

Three Elements of Systems

Three Elements of Systems

     Systems are the foundational level for understanding organizations and other complex entities. To fully grasp systems, it is essential to look at not just their basic components but also their broader context, interactions, and dynamics.

Inputs

Three Elements of Systems

Three Elements of Systems

   Inputs: The resources or elements introduced into the system. For example, using      the human body as a system:

  • Food
  • Air
  • Water

Processes

Three Elements of Systems

Processes

    Processes: The activities or mechanisms that transform inputs into outputs. For the      human body:

  • Breathing
  • Digestion
  • Circulation

Ouputs

Expanding the Systems View

Processes

  Outputs: The results or products of the system's processes. For the human body:

  • CO2
  • Sweat
  • Waste      

Expanding the Systems View

Expanding the Systems View

Expanding the Systems View

   To achieve a comprehensive understanding of systems, it is useful to incorporate the following elements: 

  • Environment
  • Feedback Loops
  • Interdepences
  • Goals and Objectives

Added Complexity

Expanding the Systems View

Expanding the Systems View

   Systems are not static; they evolve and adapt over time so we add time dynamics such as aging and adapting to change for the example of the human body.

Systems also entail the dynamics of  Homeostasis and Entropy 

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Let me know your interests and ideas!

As a retired OD practitioner with years of experiences in various organizations and roles in the practice and teaching of organization development, I am working on sharing the knowledge gained.  A BA degree and a Ph.D in Industrial and Organization Development have provided a deep background from some of the great researchers and practitioners.  I want to use my background to create a foundational understanding of OD for others.  Submit a blog or contact me with your interest.

OD for Dummies - Creating ethical interventions

marilyn@organizationdevelopmentfordummies.com

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