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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?
𝑥 + 𝑎 𝑛 = 𝑛
𝑘𝑥𝑘𝑎𝑛−𝑘
𝑛
𝑘=0
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
Hughes, Edgar and Cummings, Thomas. Organizational Development and
Change.(St. Paul, Minn. West Publishing, 1985), 1-2. ¹
It’s about helping people and companies
Improve…
Org Effectiveness
Change Management
The Bottom Line
OD spans broadly diverse activities with almost endless
variations such as: 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
Technological Structural
Relationships between and
among employees/work groups
Job Design
Job Simplification
Workflow Analysis
Design support for
Financial, operational,
business outcomes
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
– 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
Mentoring
360 Feedback
Team Building
Team Workouts
Interventions
Whole Organization
Team
Individual
Culture Assessment & Chang
Org Design & Structure
Mergers & Acquisitions
² Donald L. Anderson, The Process of Leading Organizational Change ,
Second Edition, (Sage Publications, Inc. 2012), 193.
Examples: Myers-BriggsType Indicator
(MBTI)
Mentoring Programs
Executive Coaching
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:
Mentee Action Plan
CLC,Human Resources Leadership Council, 2010 @ The Corporate Executive Board Company
Types of Interventions
Coaching
Mentoring
360 Feedback
Team Building
Team Workouts
Interventions
Whole Organization
Team
Individual
Culture Assessment & Chang
Org Design & Structure
Mergers & Acquisitions
² Donald L. Anderson, The Process of Leading Organizational Change ,
Second Edition, (Sage Publications, Inc. 2012), 193.
Examples:
Team Diagnostics
Work Out
Appreciative Inquiry
Five Dysfunctions of A Team
In attention to
Results
Avoidance of
Accountability
Lack of
Commitment Fear of
Conflict Absence of
Trust
Patrick Lencioni – Overcoming The FIVE Dysfunctions of A TEAM
Example:
Used for Team &
Inter-team conflict
Types of Interventions
Coaching
Mentoring
360 Feedback
Team Building
Team Workouts
Interventions
Whole Organization
Team
Individual
Culture Assessment & Chang
Org Design & Structure
Mergers & Acquisitions
² Donald L. Anderson, The Process of Leading Organizational Change ,
Second Edition, (Sage Publications, Inc. 2012), 193.
Examples:
Star Model
Strategic Planning
TQM
M & A
Star Model
Strategy
Structure
Processes Rewards
People
Example:
Used for Internalization
& restructure
³ Galbraith, J.R. (2002) Designing Organizations:
An Executive Guide to Strategy, Structure, and Processes. San Fransisco: Jossey-Bass, P. 10
17 © 2011 Kaiser Foundation Health Plan, August 28, 2014
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)
Types of Interventions
Coaching
Mentoring
360 Feedback
Team Building
Team Workouts
Interventions
Whole Organization
Team
Individual
Culture Assessment & Chang
Org Design & Structure
Mergers & Acquisitions
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
