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Unlocking The Mystery of
Organizational Development
Jennifer A. Bristol, MBA/HRM
August 26, 2014
Agenda
Your understanding of organizational
development
How people define organizational development
The importance of OD to you and to your
organization
Individual, team and whole organization
intervention examples
Your role as HR and OD practitioner
Jennifer Bristol,
MBA/HRM
Kaiser Permanente- Sr. Leadership & OD Business Partner
 Responsible for creation and execution of programs and
processes related to leadership development, talent
assessments, team development, HiPo programs, OD consulting
Prior to Joining KP
 19+ years (internal & external) consulting expertise in learning
and org development methodologies and processes for variety of
organizations and industries from Fortune 500 to Fortune 50..
 Senior Manager at Newell Rubbermaid for Leadership &
Executive development (N America, LATAM, EMEA, AsiaPac)
 Director OD & Learning - Unisource, Inc.
 SE Div. Director Leadership & OD – Charter Communications
 National Manager Sales Training – Verizon Wireless
 B.S. Communications & MBA, HR Management
 Certified by International Board of Standards for Training,
Performance, & Instruction (IBSTIPI)
What is Org Development?

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Binomial Theorem
Org Development Defined
 A system wide application of behavioral science
knowledge applied to the planned development &
reinforcement of org strategies, structures, and
processes for improving an organization’s effectiveness¹
It’s about helping people and companies
Improve…
¹ Hughes, Edgar and Cummings, Thomas. Organizational Development and
Change.(St. Paul, Minn. West Publishing, 1985), 1-2.
Org Effectiveness
Change Management
The Bottom Line
OD spans broadly diverse activities with almost endless
variations such as:
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Team building with Sr. Mgmt.
Creating or redesigning org structure
Implementing job enrichment activities
Designing performance management and feedback systems
Conducting organizational, team, individual assessments
Creating and delivering training & development
Enhancing cultural transformation through change management activities
And so on…
The Bottom Line = OD is intended to strengthen the organization
Org Development Simplified
Interpersonal
Design support for
Financial, operational,
business outcomes
Structural
Relationships between and
among employees/work groups
Job Design
Job Simplification
Workflow Analysis
Technological
Why OD Is Necessary
 Focuses on whole system to improve org effectiveness…
– Organizations are complex – not simple entities
– Organizations are dynamic –are always changing
– Organizations need sustainable solutions & results –$ impact, Improved
operations, increased engagement
 Example: Opening of Comprehensive Medical & Acute Care
Centers
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Strategy, vision-change readiness
Staff capacity to support changes – engagement, alignment
Identified business processes –operations efficiency & effectiveness
Infrastructure, capacity, technical, escalation- sustained operations
Communications, training, feedback- buy-in adoption
Metrics - process and outcome metrics
Governance – decision making
Types of Interventions
Coaching
Examples:
Mentoring
Myers-BriggsType Indicator
(MBTI)
360 Feedback
Mentoring Programs
Team Building
Team Workouts
Executive Coaching
Interventions
Individual
Culture Assessment & Chang
Org Design & Structure
Mergers & Acquisitions
Team
Whole Organization
² Donald L. Anderson, The Process of Leading Organizational Change ,
Second Edition, (Sage Publications, Inc. 2012), 193.
Mentee Action Plan
Mentee Name:
Mentor Name:
Date:
Long-Term Career Goals:
Objectives to Achieve
Long-Term Career
Goals
(Strengths to leverage and
weaknesses to address)
Mentee’s
Action Steps
Mentor’s
Action Steps
Support
Network’s
Action Steps
(Role of manager,
peers, etc.)
Potential Barriers
(Risk mitigation steps)
Success
Measures
(Must be measurable
and results-focused)
Target
Completion
Date(s)
Objective #1:
Objective #2:
Objective #3:
Objective #4:
CLC,Human Resources Leadership Council, 2010 @ The Corporate Executive Board Company
Types of Interventions
Coaching
Examples:
Team Diagnostics
Mentoring
360 Feedback
Work Out
Team Building
Team Workouts
Appreciative Inquiry
Interventions
Individual
Culture Assessment & Chang
Org Design & Structure
Mergers & Acquisitions
Team
Whole Organization
² Donald L. Anderson, The Process of Leading Organizational Change ,
Second Edition, (Sage Publications, Inc. 2012), 193.
Five Dysfunctions of A Team
In attention to
Example:
Used for Team &
Inter-team conflict
Results
Avoidance of
Accountability
Lack of
Commitment
Fear of
Conflict
Absence of
Trust
Patrick Lencioni – Overcoming The FIVE Dysfunctions of A TEAM
Types of Interventions
Coaching
Examples:
Star Model
Mentoring
360 Feedback
Strategic Planning
Team Building
TQM
Team Workouts
M&A
Interventions
Individual
Culture Assessment & Chang
Org Design & Structure
Mergers & Acquisitions
Team
Whole Organization
² Donald L. Anderson, The Process of Leading Organizational Change ,
Second Edition, (Sage Publications, Inc. 2012), 193.
Star Model
Strategy
Example:
Used for Internalization
& restructure
People
Rewards
Structure
Processes
³ Galbraith, J.R. (2002) Designing Organizations:
An Executive Guide to Strategy, Structure, and Processes. San Fransisco: Jossey-Bass, P. 10
Change Management
 Partner with Communications and Business
Owners to vet audience profiles with leaders and
plan individualized communication strategies
(during March)
 Partner with Business Owners of the 10 highest
impacted roles/depts to:
 Identify areas of resistance
 Identify behavior modification strategies
 Partner with new departments to support
meaningful onboarding (ACC/CDU, prep and
recovery)
17
© 2011 Kaiser Foundation Health Plan,
August 28, 2014
Types of Interventions
Coaching
Mentoring
360 Feedback
Team Building
Team Workouts
Interventions
Individual
Culture Assessment & Chang
Org Design & Structure
Mergers & Acquisitions
Team
Whole Organization
² Donald L. Anderson, The Process of Leading Organizational Change ,
Second Edition, (Sage Publications, Inc. 2012), 193.
Career Development Implications
General consultation skills
Intra-personal skills
Inter-personal skills
Intervention skills
Research and evaluation methodologies
Data collection and analysis
Presentation skills
Business/ financial acumen
Adding Immediate Value
How do you think you can add immediate value
to your organization?
What can or will you do to help change the
perception of HR as Administrator to OD
Consultant?
Questions & Answers
For More Information….
Jennifer A. Bristol
[email protected]
Cell: 404-922-1815
Offc: 404-869-5983