Organizational development (OD) is a planned and systematic change in employee values or operations to generate overall growth in a company or organization. Leaders must act as enthusiastic role models and help employees understand the overall objectives of the plan and the desired impact. Involving employees in decisions also means informing them about progress and results. Regularly monitoring, measuring, and sharing the progress of their initiatives can help employees comprehend the effect of their contributions and sustain their enthusiasm to keep participating.
Celebrating successes and recognizing individual and team efforts can foster a sense of accomplishment and pride in the organization, further reinforcing the commitment of employees to the development of the organization. Since OD is more comprehensive, it operates at all levels of the organization (i.e., individual, group, and organizational) and uses tools such as work design, individual and group interventions, and organizational design. It is essential to involve employees in the evaluation process, since they have firsthand knowledge and experience of the organization's problems and needs. Organizational changes can be difficult for your employees to manage, especially when faced with certain barriers and challenges.
The vision and objective of the organizational development initiative must be aligned with the overall vision of the organization. Organizational development is distinct from human resources initiatives because it takes into account multiple inputs and tools that cover the entire breadth and depth of the organization. Hyundai Motor relied on organizational development interventions to implement new marketing and leadership initiatives for the company, as well as to launch the new brand of battery electric vehicles (BEV) exclusive to IONIQ. There are many influential people in history who have shaped most of the concepts of organizational development that are still frequently used today.
Organizations must integrate organizational development into their processes in order to stay on the path of change for the betterment of their organization. Talent development professionals should integrate organizational development skills with learning & development, performance improvement, and talent management solutions focused on increasing organizational effectiveness. The main skills of an OD professional include being an expert in change, an efficient designer, a business advisor, a credible strategist, and an informed consultant. In order for organizations to ensure that employees understand their roles during organizational development initiatives, leaders must provide clear communication about objectives, progress, results, successes, and individual contributions. Additionally, it is important to involve employees in decision-making processes so that they can provide valuable insights into potential challenges or barriers that may arise during implementation.
Finally, it is essential for organizations to align their OD initiatives with their overall vision in order to ensure that all efforts are focused on achieving desired outcomes.
