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OD Competencies

20th edition of the Organization Change and Development Competency Effort
Prepared by Roland Sullivan, Bill Rothwell, and Chris Worley

as of March, 2001

Download Competencies List (pdf format)

MARKETING

An effective organization development (OD) practitioner can . . .

  1. Be aware of systems wanting to change
  2. Be known to those needing you
  3. Match skills with potential client profile
  4. Convey qualifications in a credible manner
  5. Quickly grasp the nature of the system
  6. Determine appropriate decision makers
  7. Determine appropriate processes

ENROLLING

An effective organization development (OD) practitioner can . . .

  1. Build trusting relationships
  2. Present the theoretical foundations of change
  3. Deal effectively with resistance
  4. Help the client trust the process
  5. Help the client manage emotionally charged feelings
  6. Collaboratively design the change process

CONTRACTING

An effective organization development (OD) practitioner can . . .

  1. Contract psychologically for collaboration
  2. Help the client reflect on motivation
  3. Clarify outcomes
  4. Build realistic expectations
  5. Conduct a mini-assessment
  6. Identify the boundary of systems to be changed
  7. Articulate an initial change process to use
  8. Explicate ethical boundaries
  9. Confirm commitment of resources
  10. Identify critical success factors for the intervention
  11. Clarify the role of consultant
  12. Clarify the role of client
  13. Begin to lay out an evaluation model

MINI-ASSESSMENT

An effective organization development (OD) practitioner can . . .

  1. Further clarify real issues
  2. Be aware of how one’s biases influence interaction
  3. Link change effort into ongoing organizational processes
  4. Identify formal power
  5. Identify informal power

DATA GATHERING

An effective organization development (OD) practitioner can . . .

  1. Determine an appropriate data collection process
  2. Determine the type of data needed
  3. Determine the amount of data needed
  4. Utilize appropriate mix of methods to ensure efficiency
  5. Utilize appropriate mix of methods to ensure objectivity
  6. Utilize appropriate mix of methods to ensure validity
  7. Utilize appropriate mix of data collection technology
  8. Clarify boundaries for confidentiality
  9. Select a process that will facilitate openness
  10. Gather data to identify future states

DIAGNOSIS

An effective organization development (OD) practitioner can . . .

  1. Gather data to identify initial first steps of transition
  2. Watch for deeper issues as data is gathered
  3. Suspend judgment while gather data
  4. Know when enough data has been gathered
  5. Suppress judgment while gathering data
  6. Use statistical methods when appropriate
  7. Recognize what is relevant
  8. Know how data from different parts of the system impact each other
  9. Communicate implications of systems theory
  10. Continuously assess the issues as they surface
  11. Stay focused on the purpose of the consultancy
  12. Utilize a solid conceptual framework based on research

FEEDBACK

An effective organization development (OD) practitioner can . . .

  1. Prepare leadership for the truth
  2. Involve participants so they begin to own the process
  3. Synthesize the data gathered into themes
  4. Create a non-threatening atmosphere
  5. Facilitate complex emotional patterns

PLANNING

An effective organization development (OD) practitioner can . . .

  1. Distill recommendations from the data
  2. Focus action that generates high impact at lowest cost
  3. Consider creative alternatives
  4. Mentally rehearse adverse consequences
  5. Mentally rehearse potential gains

PARTICIPATION

An effective organization development (OD) practitioner can . . .

  1. Facilitate a participative decision-making process
  2. Obtain direction from leadership
  3. Obtain commitment from leadership
  4. Co-create an implementation plan that is rooted in the data
  5. Co-create an implementation plan that is concrete
  6. Co-create implementation plan that is simple
  7. Co-create implementation plan that is clear
  8. Co-create implementation plan that logically sequences activities
  9. Co-create implementation plan that is results-oriented
  10. Co-create implementation plan that is measurable
  11. Co-create implementation plan that is rewarded

INTERVENTION

An effective organization development (OD) practitioner can . . .

  1. Reduce dependency upon consultant
  2. Instill responsibility for follow through
  3. Intervene at the right depth
  4. Pay attention to the timing of activities
  5. Facilitate concurrent interventions
  6. Help manage impact to related systems
  7. Re-design intervention or mindfully respond to new dynamics

EVALUATION

An effective organization development (OD) practitioner can . . .

  1. Integrate research with theory and practice
  2. Initiate ongoing feedback in client-consultant relationship
  3. Choose appropriate evaluation methods - - that is, interviews, instruments, financial sheets - - to collect evaluation information
  4. Determine level of evaluation - - such as reaction, learning, behavioral change, organizational impact, societal impact
  5. Ensure evaluation method is valid
  6. Ensure evaluation is reliable
  7. Ensure evaluation method is practical

FOLLOW-UP:

An effective organization development (OD) practitioner can . . .

  1. Establish method to monitor change during the intervention
  2. Establish method to monitor change after the intervention
  3. Use information to reinforce positive change
  4. Use information to correct negative change
  5. Use information to take next steps
  6. Link evaluation with expected outcomes

ADOPTION

An effective organization development (OD) practitioner can . . .

  1. Transfer change skills to internal consultant so learning is continuous
  2. Maintain/increase change momentum
  3. Link change process to daily life of system
  4. Mobilize additional internal resources to support continued change
  5. Determine the parts of the organization that warrant a special focus of attention
  6. Pay attention to movement back to old behaviors
  7. Move more away from project-driven change to strategy-driven change
  8. Be sure customers and stakeholders are satisfied with intervention’s results
  9. Plan renewal/reunion events

SEPARATION

An effective organization development (OD) practitioner can . . .

  1. Recognize when separation is desirable
  2. Process any left over relationship issues between consultant(s) and client
  3. Ensure that learning will continue
  4. Leave the client satisfied
  5. Plan for post-consultation contact

SELF-AWARENESS

An effective organization development (OD) practitioner can . . .

  1. Clarify personal values
  2. Clarify personal boundaries
  3. Manage personal biases
  4. Manage personal defensiveness
  5. Recognize when personal feelings have been aroused
  6. Remain physically healthy while under stress
  7. Resolve ethical issues with integrity
  8. Avoid getting personal needs met at the expense of the client (i.e., financial, emotional, sexual, etc.)
  9. Work within the limits of your capabilities
  10. Perform effectively in an atmosphere of ambiguity
  11. Perform effectively in the midst of chaos

INTERPERSONAL

An effective organization development (OD) practitioner can . . .

  1. Develop mutually trusting relationships with others
  2. Solicit feedback from others about your impact on them
  3. Energize others
  4. Collaborate with internal/external OD professional
  5. Balance the needs of multiple relationships
  6. Listens to others
  7. Pay attention to the spontaneous and informal
  8. Consistently maintain confidentiality
  9. Interpersonally relate to others
  10. Use humor effectively

OTHER

An effective organization development (OD) practitioner can . . .

  1. Interpret cross-cultural influences in a helpful manner
  2. Handle diversity and diverse situations skillfully
  3. Communicate directions clearly to large groups
  4. Use the latest technology effectively
  5. Use the internet effectively
  6. Facilitate small group interventions (up to 70)
  7. Facilitate large group interventions (70-2,000)
  8. Apply the skills of international OD effectively
  9. Function effectively as an internal consultant
  10. Demonstrate ability to conduct transorganizational development
  11. Demonstrate ability to conduct community development
  12. Be aware of the influences of cultural dynamics on interactions with others
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