OD Network Connections October 2014
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November 4, 2014
PD&E Webinar Series
October 25-28, 2014
2014 Board of Trustees
Marisa Sanchez, Ph.D.
Vice Chair
Norm Jones, Ph.D.
Immediate Past Chair
Matt Minahan, Ed. D.
Magdy Mansour
Sanjay Naik
Christina Bell
Yasmeen Burns
Sherry Duda
Elena Feliz
Mike Horne, Ph.D.
330 North Wabash Avenue
Suite 2000
Chicago, IL 60611

The Latest in OD
OneSomething Old, Something New
Amanda C. Shull, Allan H. Church, and W. Warner Burke
ODPractitioner, Volume, 46, No.4
In God we trust, all others bring data.-W. E. Deming
Organization Development (OD) as a field is now well established. In the fifty-fiveyears since its origins in 1959 one could argue that we have seen it all. There hasbeen evolution, revolution, indifference,and even outright resistance at times invarious aspects of OD models, tools, and applications when it comes to changefrom within. In that time we have seen the introduction of new science, total systemsinterventions, appreciative inquiry, and diversity and inclusion emerge as discreteareas of practice within the field. The tried and true frameworks of consulting skills,action research, survey feedback, and individual development efforts to enhanceself-awareness and growth have remained at the core all along. We have also seen formalacademic programs in OD emerge and flourish while corporate OD groups havebeen downsized in the name of productivity.And we have seen solo consultantsgrow their practice in scale until acquired by the big professional service firms andthen start all over again with new ventures. Given all this change over time, in a fieldthat is grounded in and obsessed with change and self-reflection, is it any wonderthat we continue to question the past, present, and future of OD and to explore ourown evolution?
TwoThe Four Stages of Leadership Development

Andy Singer, HartfordBusiness.com

The most challenging problems that organizations face, such as competitive forces, globalization, and lack of efficiency and effectiveness, can only be solved by starting at the top of an organization. Leadership in the modern world is a complex matter and requires more than minimal basic management skills. Leaders need an ability to view the organization strategically, holistically and to develop long-term solutions that solve current challenges.


To ensure their long-term survival, organizations must identify and move managers through the four stages of leadership development.


ThreeXThree Ways to Place Data at the Center of Corporate Culture, According to Amazon Boss Jeff Bezos

Ben Rossi, Information Age


My experience with one of the world's most prolific technology trailblazers changed me forever.


When I worked at Amazon, CEO Jeff Bezos himself tasked me with digging into Amazon's data to unearth new ways to grow the business. ... While conventional wisdom has held that customer service is Amazon's secret sauce, Bezos' core innovation was to place data and information at the center of his IT strategy and corporate culture.


FourFive Clever Ways Companies Are Helping Employees Fight Burnout

Jan McGregor, The Washington Post


For the overworked modern American employee, the policies and perks offered by some of the most generous companies sound like manna from the corporate gods. Onsite climbing walls. Free housekeeping. Chef-catered meals for breakfast, lunch and dinner.


Yet however nice such benefits may be, they can also end up acting as subtle ways to get employees to work more. ... A few companies, however, have policies, perks and even office designs that say the opposite: Get out of here. As the evidence piles up that people need time off to be more productive, some employers - particularly smaller ones - are finding clever ways to actually suggest employees stop working.

FiveAccommodating Mental Illness

Dori Meinert, HR Magazine

... The indirect cost of untreated mental illness to employers is estimated to be as high as $100 billion a year in the U.S. alone, according to the National Business Group on Health. More days of work have been lost or disrupted by mental illness than by many chronic conditions, including arthritis, diabetes and heart disease. In certain industries, improperly managed mental conditions also can affect employees' safety.


A growing number of HR professionals recognize that early detection and treatment of mental illness often can prevent a crisis and reduce employers' healthcare costs down the road. They are developing programs and plans to provide more support for their employees with psychiatric disorders - similar to the help they provide those with physical injuries or ailments.


SixTo Build Your Strongest Team, Don't Hire Your Clones

Paul White, Entrepreneur

Many developing leaders start out with the goal of making an army of workers and junior leaders who are like the clone armies from the last set of Star War movies - where every soldier looks and acts the same as the leader they were created to emulate. Sounds cool, and boosts your ego, but it is not a very effective strategy for developing a healthy team of employees and supervisors who can accomplish significant goals. ...


To grow a successful and sustainable business, you need a team of employees who bring their unique abilities, strengths and perspectives to the challenges you will face. But to draw and keep talented individuals who are different than you, you have to learn a key skill: You have to learn how to lead people who are different than you.

SevenHow Millennials Really Feel About Leadership

Nicole Fallon, Business News Daily


Forget the stereotype of the "lazy millennial." Generation Y workers want you to see them the way they see themselves: as leaders.


Forthcoming research from leadership development company Virtuali, which surveyed 550 millennials about their attitudes on leadership, found that, while just 48 percent hold official "leadership" titles, 72 percent consider themselves a leader in the workplace.

EightIn the 21st Century, Workforce Diversity Goes Beyond Race, Gender

Lien Hoang, Bloomberg BNA

The corporate photo that shows a rainbow of staff may have become a cliché, but if businesses want real diversity, they'll have to consider "nonvisible" factors in hiring and adapt to the changing identities of modern employees, according to experts in managing global workforces.


Lisa Johnson, global practice leader at Crown World Mobility's Consulting Services, divides diversity into two types: visible and nonvisible. The more traditional traits can be seen, meaning that companies look for personnel in different categories of race, age, gender, geography and disability, but to achieve true diversity they should also look for such nonvisible traits as variety in family structures, religions and sexual orientation.


NineThere's No Such Thing as Perfect Work-Life Balance

Anita Campbell, Small Business Trends


"Stop trying to achieve it all."


That bit of wisdom may sound surprising, coming from the head of the National Association of Women Business Owners (NAWBO). After all, you might expect the head of a prominent women's business organization to advocate for trying to achieve everything you can possibly achieve.


But Darla Beggs, the National President of NAWBO, is NOT saying women should stop pushing for business success or settle for something other than their dreams. ... Her point is that business women today should feel comfortable making personal choices about the paths they choose to follow toward success. And when it comes to work-life balance specifically, there's no such thing as the perfect balance.

TenThree Tricks for Reaping the Benefits of Change

Maria Paz-Barrientos, Fast Company


Organizations face a constant barrage of change, whether they're grappling with shape-shifting technology, avalanches of data, or the relentless demands of global integration. It's no wonder that this constant fire drill makes it difficult for even the most forward-thinking companies to manage the constant pace of change, let alone think strategically about it.


Yet, being able to anticipate and make the most of these disruptions is what distinguishes market leaders from laggards. How do organizations compete - and even thrive - in a world where the business of business keeps shifting? How do you make change work, when the work keeps changing?

Running Your Business
ElevenWhy Your Business Credit Score Matters (and How to Improve It)

Nicole Fallon, Business News Daily


If you're good about keeping your personal and business finances separate, you may think that the only credit score you have to worry about is your own. While maintaining good personal credit is certainly important if you're applying for business loans, you may not realize that your company has its own credit score - and it's just as essential to monitor.


Twelve15 Ways to Calm Your Nerves Before a Big Presentation

Larry Kim, Inc.


I've been doing a lot of presenting recently, and I have no problem admitting that it's tough. For those not born with natural eloquence, public speaking can be remarkably nerve-racking.


We can't all deliver the next Gettysburg Address, but there are several small things you can do prior to your presentation that will help calm your nerves and set you up for optimal oration.


Thirteen15 Decisions That Could Ruin Your Business
Chad Halvorson, Forbes.com


Part of the reason you're still in business is because of your ability to make sound decisions. Admittedly, you've probably made a few doozies that threatened to derail your progress. But despite getting knocked back a few steps, you came back swinging. Next time, you may not be so lucky. If you want to keep your business from taking a one-way trip to the grave, avoid the following 15 decisions.