practicing organization development a guide for consultants

[...]... face, senior managers are taking innovative steps by introducing many change efforts Practicing Organization Development: A Guide for Consultants (2nd ed.) is about facilitating these and other organizational changes But this book is not about just any type of organizational change; rather, it focuses on planned, systematic, and educationally oriented change that is carried out for organizational improvement... Delphi Panel Participants 192 The Rainmaker Attributes 213 Three Areas and Four Conditions for Value 214 The “Gravity” Concept of Marketing OD Services 216 Trade Associations 221 Conceptual Agreement as the Key to Closing New Business 229 Organization Assessment and Action Planning Guidelines 275 Fundamentals of Building Successful Organizations 280 Advantages and Disadvantages of Organization Assessment... graduate assistant, Ms Wei (Aleisha) Wang, in tracking down and securing copyright permissions as necessary for the busy contributing authors Helping her in that task was an equally talented Korean graduate assistant, Yeonsoo Kim He would also like to thank Wei Wang and another graduate assistant, Tiffani Payne, for their devoted assistance in rereading the entire manuscript to ensure that many typographical... also apply to change efforts with individuals, with teams, or across organizations T 1 2 PRACTICING ORGANIZATION DEVELOPMENT, 2ND EDITION THE AUDIENCE FOR THE BOOK This book has three intended audiences: internal and external OD consultants, workplace learning and performance professionals, and managers and executives The primary audience is OD consultants There are two levels of OD consultants: practitioners... practitioners and master practitioners This book is geared to practitioners, those who are already carrying out the role of change agent but need more formal grounding in organization development theory and practice This includes students enrolled in courses on OD, organizational behavior, or organizational change Master practitioners may also find this book useful as a guide to OD literature and as a tool... OD Organizations ranging from such major corporations as Esso, TRW, Alcan, P&G, and General Foods to religious organizations (such as the Episcopal xxiii XXIV FOREWORD Church) and the U.S Army eagerly embraced organization development to help them cope with the increasing demands of change The OD Network was formed and quickly grew in size Consultants would gather to share what they had learned and... authoritatively Finally, the chapters in this book are grounded in both theory and practice Our hope is that this series will raise the level of debate about organization change and development and that it will be of great assistance to change practitioners and organization leaders entrusted with growth, development, and performance of organizations We hope you agree that this book is a good start —Christopher... board statement, I want to relate—as best I can—our rationale for re-naming the series, describe our purpose, and position this book in the series The most obvious change in this re-launching is the series title We argued and agreed that it should be changed from Practicing Organization Development: The Change Agent Series for Groups and Organizations” to the Practicing Organization Change and Development. .. can be drawn at this time, I think there are four major factors that play a part in the decreased centrality of OD: 1 Few of those who call themselves OD consultants are really doing OD! I am defining OD as “planned change that takes a systems approach and makes extensive use of collaborative techniques to both solve the immediate problem and leave the organization in a more competent state to handle future... This was a question that Richard Beckhard repeatedly raised If the key goal is to make the organization more effective, that has to be the primary focus of any intervention Improving individual competency or team performance is a laudable objective, but that is unlikely to translate to organizational improvement Likewise, if one wants to improve the organization as an entity, then it is important to also . Change Management: Advanced Strategies for Today’s Transformational Leaders Dean Anderson and Linda Ackerman Anderson The Change Leader’s Roadmap: How to Navigate Your Organization s Transformation Linda. Transformation Linda Ackerman Anderson and Dean Anderson Guiding Change Journeys: A Synergistic Approach to Organization Transformation Rebecca Chan Allen Balancing Individual and Organizational Values:. Global Organization Development 467 Gary N. McLean, Karen J. Davis, Mila N. Baker, and Juana Anguita 21. Values, Ethics, and Practice in the Field of Organization Development 493 Terri Egan and