Career Series- Value of Experiential Learning for Developing OD Skills

July 28, 2014

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A professional organization who brings the community together to share ideas.

Career Series: Define ways to build the skills and abilities required for OD-related work

Interactive – Learn from Each Other:

Share ideas on foundation skills - stepping stones – ways to create opportunities to build competency through experiential learning

Objective – BAodn Career Series

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“OD Skills and Activities”– Handouts

Source: National ODNetwork www.odnetwork.org

• Principles of Practice http://www.odnetwork.org/?page=PrinciplesOfODPracti

• OD Competencies – Different Types of Skill Sets http://www.odnetwork.org/?page=odcompetencies

OD Network Resources

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1. Level Set – Overview of OD Network Principles

Individual Activity: Review “OD practitioner” Multi-

disciplinary skills:

Review and Identify 5 different categories of skills

2. Share Experiences– Judith’s On the Job “OD Master’s Degree”

Others:

________________________________

3. Group Activity: Identify the types of work that provide

opportunities to exhibit or develop your OD skills?

Example: Type of Work OD Skill

Developed

Lead Project Team Facilitating

Team Problem Solving Feedback and Debrief –

4 min each group

Agenda

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Relationships

“Use of Self” as Internal or External Consultant

KNOWLEDGE

Conceptual Framework

EXPERIENTIAL

Design – Plan Interventions

Implement - Sustain via Ops

Organizational Acumen

Leadership

Cultural Competency

- Interpersonal Attributes

- Maintaining Relationships

-Client Relationships -Contracting

- Theories - Models

- Practices of Change

- Org Design

- Learning/ Perform. Support Tools

- Change Facilitation- Involvement

- Process Impvmt

- Project Planing/ Team Mngmt

- Roll out and Implementation-

Reinforcement

- Org Culture- Bus Acumen

- Influencing Leadership Commitment

- Cultural

Awareness and Inclusion

ODN Essential Elements

Experiential = Two Types CE = Change Management and Involvement PE = Project/Team/Process Management

K = Knowledge of OD Models, Theories, Data Methodologies, Org Design, etc

O = Org Acumen: Systems Perspective and ability to influence Leadership commitment

R = Relationships w/ People – Client Relations

What is your reaction to the Process Flow for OD work?

Marketing Contracting Data Gathering Planning Involving Evaluating Adopting

Any insights or surprises in your review of the skill and activity statements ?

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Bus Acumen – Process and Project Management Skills

Facilitation – Coaching

Leading Org Change

Increasingly Complex Business

Strategies

Trusted Advisor

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,

Present Future

Business Strategy

Organization Strategy

Business Drivers

Vision

New Business Practices

Values

OrganizationalCapacity

Culture

Leadership Commitment

Infrastructure Capability

Build the Capacity to Achieve and Sustain a New Desired State

Values based Approach to Systems Change in Orgs

TechnologyTechnology

PeoplePeople

.

.

Web Strategy

IT&T Strategyenablement

Corporate Strategypriorities

Internal AudiencesEmployees

CustomersPartners & suppliersOther stakeholders

External Audiences

Work occurs as a PROCESS – changes in processes effect how people do their work.

Organizations are PEOPLE: And, people have the option of:•choosing to work in new ways or •RESISTING the change.

Break into Groups – 4 Different Phases◦ Group 1 – Enter Relationship – Contract w/ Client

◦ Group 2 – Discover, Diagnose and Assess◦ Group 3 – Develop and Refine Project Plan ◦ Group 4 – Move to Sustainment – On-going Ops

Define the different types of work activities – experiential learning opportunities – that will help build OD skills and abilities

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What did you learn?

Did team members have perspectives other than your own?

How will you move what you learned into action?

Debrief - Development Roadmap