Organisational Development (OD) is applying a systematic approach to develop the health, well-being and performance of organisations in a sustainable way. 

Steve Benfield, Partner, The Beechfield Partnership & OD Academy

OD is underpinned by and has its root in behavioural science. However, its application is also an art and a practice. OD comprises of other theories and approaches, but it has two key components which makes it distinguishable from these; diagnostic and dialogic.

Diagnostic OD

Professor Chris Worley says a key difference between OD and change is that OD always has a “diagnostic step”. 

Diagnostic OD is as the name suggests; about diagnosing the causes of organisational illness or challenges. Great diagnosis work is undertaken at the deepest level, so it is specifically designed to get to the root cause of what is not working within the system.

Dialogic OD

Great OD also includes dialogue between people. It includes inquiry, to secure views, stories and experiences. Good dialogic practice elicits organisational challenges and opportunities for a positive difference, by actively engaging all areas of the organisational system in a dialogue from their vantage point.

Dialogic OD ensures systemic involvement in decisions and changes, reframing organisational thoughts, opinions and narratives. This systemic engagement work allows a compelling vision and “why” to emerge,. This enables the organisation to positively evolve, advance and develop. 

Transformational OD

OD that contains both the diagnostic and dialogic elements ensures that development occurring within the organisation, is system wide, holistic and sustainable; rather than just surface level, or a quick fix. Great OD gets closer to the root causes of the organisational challenges, rather than putting plasters over the symptoms of systemic illness, challenges and/or opportunities when they appear.

This transformational OD can only be undertaken with people working within all areas of the organisational system, effectively supported by high quality OD practitioners, (like you!) and active engagement with the change at the most senior of levels and where needed, a strategic OD partner who exists outside of the organisation,. Such partnerships should provide objective support and challenge. Strong collaboration between these parties is where good OD thrives. Those highly skilled OD Practitioners and leaders must be capable of using themselves to intervene into the organisational system to make a positive difference. Here at the OD Academy, we’re working to support those OD practitioners and leaders to do this important great work!

Want to know more how strategic partnerships support great OD?

Click here to read about Strategic Partnership on The Beechfield Partnership’s website.