Over lunch recently, I was rather enthusiastically explaining some work I led on. My lunch partner suggested this was “a Proper piece of OD work”. Which gave me pause…. I was once again struck by the fact that I don’t think I wholly know what that means….
Here is the CIPD Factsheet Definition:
we define organisation development (OD) as ‘planned and systematic approach to enabling sustained organisation performance through the involvement of its people’. Behind this definition lies a depth of research and practice, but also confusion.
No wonder I’m left with questions. This way of working – not having all the answers, working to invigorate and catalyse change through people and systems… it feels very odd. Very nebulous…..yet very important.
So here’s what I think working as an OD consultant (with a L&D flavour) is about Continue reading