www.teamsandleaders.com organizational development a teeny tiny glimpse

www.teamsandleaders.com

Organizational Development

A teeny tiny glimpse...


Team Through a Hoop


Objectives

• Demonstrate how OD affects us personally, regardless of our position in an organization

• Demonstrate the issues facing organizations


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


What is OD?

Organizational Development is the process of improving organizations by increasing organizational and/or

employee effectiveness.

Who are the Clients?Board of Directors, CEOs, VPs

During changes in corporate strategy, mission, leadership, technology or organization structure

Middle ManagersWithin specific areas or across functions to identify sources of conflict and barriers 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


Performance Gaps

Micromanaging

Role Ambiguity

Infighting

Conflict

Low Morale

Biz Growing Pains

Diversity Issues

Grooming Future

Leaders

Skill Building

What Issues Can OD Address?

Decisions Don’t Stick

High Turnover

Lack of Mission/Vision

Ineffective Norms/Patterns


How are Issues Addressed?

Organizational Effectiveness

Employee

EffectivenessChange Management Executive Development

Strategic Planning 3rd Party Conflict Resolution

Group Facilitation Customer Service Training

Org Restructures Leadership Development

Sociotechnical Systems Design

Workforce Diversity

Action Research Communications Training


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.


Secret Sauce for Success?

• Sponsorship

• Systemic Thinking

• Expecting and Addressing Resistance

• Balancing Task and Maintenance

• Addressing 3 Factors


The Rub

• Metrics- How do we know we have succeeded?

• Change- even change for the better-is hard.


Helium Stick


Emotional Intelligence

Self Awareness Self Management

Social Awareness

Relationship Management

Personal Competence

Social Competence

What I see What I do


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

Johari’s Window


Review


Additional Resources

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

• Goleman, Daniel. (1998) Working with Emotional Intelligence. New York: Bantam.

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

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

• O’Neill, Mary Beth. (2000) Executive Coaching with Backbone and Heart. San Francisco: Jossey-Bass.


Behavioral Patterns

Under-perform

Micromanage Lack of follow-through

Distrust

Trust

Accountability


Conviction/Connection Model

ConnectionC

on

viction

EnmeshedDisengagedAvoidance

Rigid - Inflexible

Over-accommodating


Triangulation

*Based on the work of Murray Bowen

You Them

3rd Party


Communication Breakdown

Visuals55%

Words7%

Vocals38%

Visuals

Vocals

Words

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


The Interpersonal Gap Model*

A’s private intentions

A’s observable

actions

B’s private interpretations

*Based on the work of John Wallen, PhD.

Pass through filters and are transformed

Into…

Pass through filters and are transformed

Into…


Age Birth Order

Gender

Marital Status

Religion

Organizational Role

EducationWork Background

Income

Family Norms

What are YOUR filters?

Ethnicity

Physical Abilities

Values

Sexual Orientation

www.teamsandleaders.com organizational development a teeny tiny glimpse

Documents

hoop slide

helium stick slide

work environment slide

joharis window slide

organizational development

hoop od

od address

development interpersonal