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
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