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? 𝑛 𝑥+𝑎 𝑛 = 𝑘=0 𝑛 𝑘 𝑛−𝑘 𝑥 𝑎 𝑘 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:         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 – – – – – – – 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