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Practicing Organization Development (A guide for Consultants) - Part 23

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Practicing Organization Development (A guide for Consultants) - Part 23. 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 | A FUTURE-RESPONSIVE PERSPECTIVE FOR COMPETENT PRACTICE IN OD 191 Exhibit 7.1. Research on the Future of OD The current attention and debate over the future of OD is not new. In fact the subject has been on OD people s minds for some time. Articles considering this question for example first appeared in the OD Practitioner in the mid-1970s Burke 1973 Miles 1977 Sperling 1975 when the field was scarcely twenty years old. Today the extant literature discussing the future of OD can be divided into three camps 1 how practitioners need to be developed to meet the needs of the future 2 how OD as a practice will evolve and 3 what the research agenda for OD will be. A good deal of the literature on the future of OD has centered on the skills knowledge and competencies required to practice it and how these will evolve. Initial surveys of OD practitioners by Argyris 1962 Beer 1980 Shepard and Raia 1981 and Burke 1982 have been followed more recently by those of Sullivan and McLean 1995 and Worley and Varney 1998 . Among the commonalities across all of the results is a continuous emphasis on the importance of the personal growth of the consultant Cheung-Judge 2001 Quinn Spreitzer Brown 2000 . Research by Eisen Steele and Cherbeneau 1995 which was published in an earlier edition of this book also used a Delphi format. It identified five categories of trends and competencies that related to broadened frameworks in a global environment clients and client systems cultural and demographic diversity values and ethics and trends within OD. The second type of research on the future of OD consists of descriptions of how OD practice will evolve. One stream of thought argues that current OD practice will cease to exist as organizations institutionalize the processes associated with OD such as team building survey feedback conflict management and sociotechnical work design Jamieson Bennis 1981 . Another stream discusses the variety of trends facing organizations and projects the needs for