Member LOGIN

Change Designs

   My Team

Please enable Javascript (active scripting) in your web browser to experience the full functionality of this site. Currently you are missing functionality that will help you with the knowledge and tools that you are looking for. If you need help with enabling Javascript you can go to  www.enable-javascript.com 

ORGANIZATIONAL DEVELOPMENT INTERVENTIONS:


What type of OD or change management intervention do you need?


By Ruth Tearle


All organizational development interventions are designed to help you solve a problem or to achieve a goal.

You need to plan an organizational development intervention for your team. You've studied all the change management models and organizational development processes. But now you are faced with a specific team problem. You need to act fast.

How do you choose the right OD approach? Which organizational development or change management tool or intervention should you choose? How do you know what will work in what situation?

All organizational development interventions are designed to help you solve a problem or to achieve a goal.

From all the millions of organizational development templates, models and approaches, how do you choose something practical. Something that will give you and your clients the results that they want.

The starting point is to be clear about your objectives. Then choose the appropriate OD intervention based on what you as a leader, want to achieve.


Team building or bonding.


You need to build a team due to one of the following:

team
  • A merger.
  • An organizational restructure.
  • A new team or project team.
  • New members joining an existing team.
  • A new leader joining an existing team.
  • Conflict within a team.
  • A need to get people from different departments or areas working together
  • A team of survivors with low morale after retrenchments.
  • A team that needs to improve its performance to achieve a new target.

Appropriate OD interventions include:

  • trendsBasic team building. Getting people to know what to expect from one another, and how to work together in a way that brings out the best in each team member.
  • Building common values for the team.
  • Crafting a vision for the team.
  • Creating a role for the team.
  • Use the activities in the Powerful Facilitation Cards or in the team building section of the OD interventions library.
  • Improving team performance of existing teams.

Creating new paradigms


You want to your team to challenge existing paradigms. You want them to:

  • Identify new opportunities for the team.
  • Develop new ways of delighting their internal and external customers.
  • Develop new 'value added services and products that will excite their customers.
  • Imagine the future.
  • Get creative.
  • Think 'out of the box.'

Appropriate OD interventions include:

  • Providing research about changing strategic trends.
  • Running a brainstorming session where the team brainstorms new opportunities for their area, as a result of these trends.
  • Running a session where the team looks at how to use their strengths in a different way.
  • A creative team based strategic planning workshop.

Strategic planning


You need to develop a new strategic plan or team vision for the following reasons:

  • A merger/takeover.
  • An organizational restructuring. You need to determine a new role for your team.
  • A new corporate strategy, vision or culture that your team needs to support.
  • New stakeholders with new expectations of your team.
  • Your organization wants you to cut costs without destroying value.
  • Changes in the external environment of your organization means that the rules for success have changed, and your team now needs to develop a new strategy.

Appropriate OD interventions include:

  • Team based strategic planning - including stakeholder analyzes, trend analyzes, internal analyzes, customer and competitor analyzes.
  • Developing a scenario of the future context within which your team will need to operate.
  • Defining a role or new vision for your team within its new context.
  • Identifying new opportunities for your team.
  • Developing new strategies for your team.
  • Defining each person's role in implementing your team strategies.

Communicating your vision. Getting buy in and action.


You've already developed a strategic plan. Now you need to:

  • Communicate it to all employees in your area.
  • Get them motivated and excited about contributing to the vision.
  • Get them to contribute actively towards achieving the vision.

Appropriate OD interventions include:

For simply communicating:

  • Virtual communications such as videos, newsletters, websites, emails, and use of social networking sites.
  • Face to face communications such as presentations, briefings and road shows in which the leader and his team present the new vision.

For getting buy-in.

  • Workshops which combine communications with activities designed to achieve understanding and buy-in.
  • Competitions with incentives to reward actions that support the new vision or strategy.
  • Fine tuning your performance management system to link individual/divisional goals to your new vision.

Planning change.


You find it difficult to implement a new strategy or manage change because:change-game

  • Your organization is involved in too many changes at once.
  • You have some complex problems that need to be resolved, and there doesn't seem to be an easy answer.
  • You need to implement a new organizational vision. But the vision that you need to cascade down to your team is not clear!
  • Your team is already stressed out from doing their existing jobs, and you now need them to take on new work, or get involved in additional projects.
  • You are facing resistance to change, yet people are not being honest to you. There are many hidden agendas.
  • Previous change processes haven't worked.
  • You find it difficult to sustain the excitement and energy needed to implement your changes.

Appropriate OD interventions include:

  • Using a systems thinking tool such as The Change Puzzle to diagnose the situation and to choose a few core changes that your team needs to focus on. i.e. the 20% of changes that will yield 80% benefit to your team.
  • Selecting the tools you need to achieve your chosen changes. Understand the roles that need to be played to ensure the changes are sustained.
  • Developing an integrated change management strategy together with your team.

Energy


You and your team lack the energy needed for change. You as team leader:

  • Feel bogged down at the thought of having to implement your organization's new vision or projects.
  • Feel weary or depressed.
  • Get frustrated too often. You find yourself complaining a lot.
  • Feel that the fun and excitement has gone out of work.
  • Are continually having to deal with negativity or conflict at work.
  • Seem to have lost control over your life.
  • Want to leave the organization, but are concerned whether this is the right thing to do.

Appropriate OD interventions include:

  • Identify and deal with causes of poor morale in your team.
  • Solve team problems that prevent your team from working effectively together.
  • Thinking like a coach of a winning sports team. Know when it is time to train hard, run a marathon, peak and recover.
  • dont-pushAfter a period of working under stress, take the whip off your and your team's back. Recognize what your team has achieved during the time they were under stress - as well as what was not quite perfect. Acknowledge the difficulties and challenges that you and your team had to overcome. Don't allow stress to become a habit!
  • When you are just tired, or demotivated, do things outside of work that to reduce your stress. e.g. exercise, and massages.
  • Recognize the signs of burnout - in yourself and in your team members. (The initial signs are weariness, and things just seeming too difficult.)
  • When you spot burnout - insist on the most appropriate intervention:- A vacation! A holiday means having the discipline to disconnect from all work related stimulation. This includes emails, phone calls, and social media.
  • When you need to get inspired again, you need to reconnect with your personal values, create your own personal vision/mission or try out different belief systems.
  • Read books and use daily inspirational cards that will help you to find your mojo.

You may also like:

 

  • OD Interventions library Use this library of 1 and 2 hour OD interventions when you need quick, practical activities for a meeting, conference or workshop.
  • OD resources for teamsA library of practical articles, guides, diagnostic tools, case studies, dashboards and solutions to use when working with teams.
  • OD resources for organizationsA library of practical articles, guides, diagnostic tools, case studies, dashboards and solutions to use when doing OD on an organization wide level.
  • OD workshop resources Practical OD workshop kits to give you instant results and credibility - from our store.


This will pin this article to the community board for guests or to your own private board for members who are logged in.


Comments

We would like your feedback on our articles and tools. If you would like to see a topic added or you would like to share your own experiences then please use the comment box below.

Thanks

Anonymous commented. 5 out of 5 stars
It's nice to actually click on a page that contains the proper information that I was looking for without being sent to other links.  I am a first time user and if all the information is easy to find as I found this particular subject, I will definitely be back!
Thanks!
joseph liyonde commented. 5 out of 5 stars
This well articulated carry on.My question however is, when there is resistance to change what are the appropriate intervention strategies?
Anonymous commented. 5 out of 5 stars
Good question Joseph. Resistance to change is a companion of most OD and change. There are 2 articles on this site which will answer your question:The ten reasons why people resist change.How to overcome resistance to change.
Smita commented. 4 out of 5 stars
Indeed helpful, beside the content is placed in right sequence and proper method (case study, article) to explain the topic.
benedicta awanya commented. 2 out of 5 stars
I was actually looking for what circumstances require organizational development interventions?
Anonymous commented. 5 out of 5 stars
Regarding what circumstances require OD interventions, I would look for new leadership or new strategies - or a leader wanting to solve a long standing problem. e.g.
  • A merger or takeover.
  • A new CEO, a new head of a division or a new team leader
  • A new organizational or divisional strategy - that requires a major change in paradigm or culture.
  • An attempt by a new leader to change a culture.
  • A restructure.
  • A team experiencing problems and a leader wanting to deal with them.
Rayleen commented. 5 out of 5 stars
Thank you! This was very informative and helpful. I can implement some of these interventions immediately!
Ruth Tearle commented. 5 out of 5 stars
That's great Rayleen. Also remember to look at the OD interventions library. This contains specific interventions designed to suit specific issues you may be facing.
Shahzad commented. 3 out of 5 stars
I need all types of intervention according to application,
Ruth Tearle commented. 3 out of 5 stars
@Shahzad. Have a look at our OD interventions library. It provides specific interventions for specific applications.
Gideon Bulwani commented. 3 out of 5 stars
I have just discovered the website. I like what I see. It helps to reinforce my practical definition of Organisation Development. Many of my clients define OD as Organisiational structures, etc.

Comment


No Very




Captcha Image
Change Designs
provides resources on Leadership,  Strategic Planning, Change Management, OD ... for organizations, teams & individuals.
Use our member guides & tools to solve problems & achieve success at work.

Customer Service
+27 21 712 2154
info@changedesigns.net


Change Designs Featured Product




return to top home
facebook
    
twitter
 
RSSRSS feed for new articles and products from Change Designs

© Change Designs 2011. All rights reserved. The reproduction of any content or material contained in this website is expressly reserved to Change Designs CC, under Section 12(7) of the Copyright Act of 1978. Reliance on the information contained in the articles, products and other related content published on this website is done at your own risk and subject to our “terms and conditions”.