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Career Series- Value of Experiential Learning for Developing OD Skills July 28, 2014

Career Series- Value of Experiential Learning for Developing OD Skills July 28, 2014. Objective – BAodn Career Series. A professional organization who brings the community together to share ideas. Career Series: Define ways to build the skills and abilities required for OD-related work

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Career Series- Value of Experiential Learning for Developing OD Skills July 28, 2014

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  1. Career Series- Value of Experiential Learning for Developing OD Skills July 28, 2014

  2. Objective – BAodn Career Series A professional organization who brings the community together to share ideas. Career Series: Define ways to build the skills and abilities required for OD-related work Interactive – Learn from Each Other: Share ideas on foundation skills - stepping stones – ways to create opportunities to build competency through experiential learning 2

  3. OD Network Resources • “OD Skills and Activities”– Handouts • Source: National ODNetwork www.odnetwork.org • Principles of Practice • http://www.odnetwork.org/?page=PrinciplesOfODPracti • OD Competencies – Different Types of Skill Sets http://www.odnetwork.org/?page=odcompetencies 3

  4. Agenda • Level Set – Overview of OD Network Principles Individual Activity: Review “OD practitioner” Multi-disciplinary skills: Review and Identify5 different categories of skills • Share Experiences– Judith’s On the Job “OD Master’s Degree” Others: ________________________________ • 3. Group Activity: Identify the types of work that provide opportunities to exhibit or develop your OD skills? • Example: Type of Work  OD Skill Developed Lead Project Team  Facilitating Team Problem Solving Feedback and Debrief – 4 min each group

  5. ODN Essential Elements

  6. Activity: Identify Which Type of OD Ability for each Statement • Experiential = Two Types CE = Change Management and Involvement PE = Project/Team/Process Management • K = Knowledge of OD Models, Theories, Data Methodologies, Org Design, etc • O = Org Acumen: Systems Perspective and ability to influence Leadership commitment • R = Relationships w/ People – Client Relations

  7. Activity Debrief • What is your reaction to the Process Flow for OD work? Marketing  Contracting Data Gathering  Planning  Involving  Evaluating  Adopting • Any insights or surprises in your review of the skill and activity statements ?

  8. Part 2: Share Experiential Learning Career Building Block Ideas Trusted Advisor Increasingly Complex Business Strategies Facilitation – Coaching Leading Org Change Bus Acumen – Process and Project Management Skills

  9. Align Business and Org Strategies , Build the Capacity to Achieve and Sustain a New Desired State Leadership Commitment Future Present New Business Practices Business Drivers Business Strategy Values Vision Organization Strategy OrganizationalCapacity Culture Infrastructure Capability

  10. Values based Approach to Systems Change in Orgs People – Systems – Processes Inclusion Information Processes People Technology . .

  11. Change requires Involvement of People Impacted • Work occurs as a PROCESS – changes in processes effect how people do their work. • Organizations are PEOPLE: And, people have the option of: • choosing to work in new ways or • RESISTING the change.

  12. Project and Process Management – Facilitating Groups and Teams

  13. Criteria for Successful Change

  14. Group Activity • Break into Groups – 4 Different Phases • Group 1 – Enter Relationship – Contract w/ Client • Group 2 – Discover, Diagnose and Assess • Group 3 – Develop and Refine Project Plan • Group 4 – Move to Sustainment – On-going Ops • Define the different types of work activities – experiential learning opportunities – that will help build OD skills and abilities

  15. Debrief - Development Roadmap • What did you learn? • Did team members have perspectives other than your own? • How will you move what you learned into action?

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