OD Process to Guide Change
Shirley J. Caruso, M. A. Human Resource Development © 2011
Agenda for OD Process to Guide Change
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Review of What OD Is
Marketing and Positioning OD
Effectively Engaging with the Client System
Assessment, Action Planning, and Implementation
Did the Implemented Plan of Action Work?
Moving Forward After Closing an OD Engagement
Conclusion
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Review of What OD Is
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OD is an effort planned, organization-wide, from the top,
to increase organization effectiveness and health through
planned intervention in the organization’s processes, using
behavioral science knowledge.
OD is a process of fundamental change in an
organization’s culture.
Organizational Development, on the other hand, is any
effort to improve an organization.
Conclusion
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Marketing and Positioning OD
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Determining your value proposition (p. 188).
Market Need
1
Capability
4
3
2
Passion
Three Areas and Four
Conditions for Value
Conclusion
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Market Need
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Focus on the benefit for your potential client, not your
methodology – there must be a pre-existing need (p.
186).
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Decrease the number of eye injury accidents (Good value
proposition)
Create a performance support system (Poor value
proposition)
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Increase the number of successful bids (Good value
proposition)
Perform a task analysis of the of the bidding process (Poor
value proposition)
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Market Need
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You try it
Think of two examples of good value propositions and
two examples of poor value propositions.
Provide a rationale for your examples.
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Capabilities
What were some of the skills we discussed last week?
analysis communication skills
 Needs
Excellent
Team Building
 Conflict
Innovative
Analysis
Data Collection
 Data
Resilient
Analysis
Management
 Project
Problem
solver
Consulting
& Development
 Training
Authentic
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Interviewing Skills
Good Listening Skills
Relationship Building
Leadership Management Skills
Macro/Micro thinking
Advocate
Expert
Counselor -- Mentor
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Marketing and Positioning OD
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Determining your value proposition (p. 188).
Market Need
1
Capability
4
3
2
Passion
Market and
capability without
passion gives you
little motivation.
You do not take
“ownership” of
the outcomes.
Remember the
three consultant
roles? You are a
pair of hands.
Three Areas and Four
Conditions for Value
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Passion
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Without passion, the work is tedious.
Rothwell et. al. recommends you isolate the competencies
and needs you are most passionate about, and focus on
them.
I am most passionate about instructional design. In
particular, the design, development, and implementation of
performance support systems.
My consulting business targets the needs of specialty
trade contractors.
WISE’s Marketing Plan is available for your review.
Share with the group your passion.
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Marketing and Positioning OD
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Determining your value proposition (p. 188).
Need + Capability – Passion
= Little Motivation
Market Need
1
Capability
4
2
3
Passion
Need + Passion – Capability
= No Real Cure
Capability + Passion – Need
= Solutions to problems no
one cares about
Combination of all three will
make you an effective
marketer.
Three Areas and Four
Conditions for Value
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Marketing and Positioning OD
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Identify your buyer
Economic buyer-has power to fund project.
Feasibility buyer-sends your proposal elsewhere for
approval.
Get around feasibility buyers by bringing the economic
buyer into the discussion.
What are your thoughts on getting around the feasibility
buyers?
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Marketing and Positioning OD
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Establish routes to reach that buyer
What can an external consultant do?
What can an internal consultant do?
Work together to brainstorm some ideas.
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Marketing and Positioning OD
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Review Marketing Plan Outline
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Marketing and Positioning OD
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Achieve conceptual agreement – some items to
think about.
What are the deliverables?
How will progress be measured?
Who is accountable?
What are the start and stop dates?
What methodologies will be employed?
What are the client’s options?
What is your fee?
How and when will you be paid?
What are the guarantees?
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Marketing and Positioning OD
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Let’s talk about your fee
Then we’ll talk about the components of an agreement
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Marketing and Positioning OD
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Create a proposal to close business
Outcomes
Measuring progress (timeline?)
Who is accountable?
Start and stop dates
What methods will you use?
What are the options for clients?
Review Sample Proposal for inclusion of all of these
considerations.
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Effectively Engaging with the Client System
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Front End Work
Who is client/sponsor?
What is the climate/culture like?
Where do you come in?
How will you demonstrate credibility?
Think about your practicum project. Share some
thoughts on your sponsor, the climate, how you fit in, and
how you will demonstrate credibility.
Conclusion
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Assessment - Action Planning - and
Implementation
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Who have you involved in the project?
What data is needed and how will it be collected?
How will you analyze the data?
What is your feedback strategy?
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Action planning equals engagement.
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Maintain engagement.
Manage resistance (let’s look at page 265).
Discuss resistance you have encountered and how you
overcame it.
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Conclusion
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Did the Implemented Plan of Action Work?
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Kirkpatrick’s four levels of evaluation.
Phillips’ fifth level of evaluation.
Share your plans for evaluating your practicum projects.
Conclusion
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Moving Forward After Closing an OD
Engagement
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What do you feel good about?
What have you learned?
What feels unfinished and incomplete?
Are there actions to take?
Your practicum projects most likely represent
organizational rather that organization development.
Nevertheless, you can reflect upon them and decide on
future actions. Will you terminate, recycle, or extend?
Thoughts?
Conclusion
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011
Conclusion
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Review of What OD Is
Marketing and Positioning OD
Effectively Engaging with the Client System
Assessment, Action Planning, and Implementation
Did the Implement Plan of Action Work?
Moving Forward After Closing an OD Engagement
Shirley J. Caruso, M.A. Human Resource Development Copyright 2011