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Practicing Organization Development (A guide for Consultants) - Part 20

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Practicing Organization Development (A guide for Consultants) - Part 20. Organization development (OD) is about planned change. As change has turned into the only constant, many managers and other people are pursuing change strategies with vigor. OD is a major strategy for leading and managing change at the individual, group, intergroup, organizational, interorganizational, and large systems levels. This book is about what it takes to be an effective change manager, change leader, and OD consultant | COMPETENCIES OF OD PRACTITIONERS 161 and its key role in integrating content and process in the field. Our set of competencies also reflects the balanced view of the OD practitioner as an instrument of values a holder of knowledge and a person of action and ability Lippitt Lippitt 1978 . This balanced view of OD competencies reflects a mature view of what OD can be a process of planned change intended to improve the effectiveness of the client system as well as the ability of that system to better carry out change in the future. It is a process facilitated by people clear about their strengths and weaknesses that involves other people in achieving positive visions of the future. Organizations and the people in them are facing an enormous range of challenges including new and more pervasive technologies new competitors from existing and emerging economies globalized financial and operating markets and threats to the ecology to name just a few. These change management challenges are at the top of most CEOs to do lists organization development should be in a position to help. A more integrated field one that understands what it can do how it can help the role OD practitioners can play and most germane to the purpose of this chapter the characteristics of effective practitioners will be better positioned to bring out these desired and positive futures. Although tentative and not without weaknesses we hope our work here has helped in a small way to pave the path toward this more integrated field of organization change. References Adams J.D. Callahan D.M. No date . Self-assessment in OD consultation. Unpublished manuscript. Boyatzis A.R. 1982 . The competent manager A model for effective performance. New York John Wiley Sons. Bushe G.R. Gibbs B.W. 1990 . Predicting organization development consulting competence from the Myers-Briggs type indicator and stage of ego development. The Journal of Applied Behavioral Science 26 3 337-357. Church A. 2001 . The .