Thursday, 04 June 2009 00:00
Books Recommended by members at the May meeting:
| Title |
Author |
Why it is helpful.. |
| Telling Tales |
Stephen Denning
HBR article, May 2004
|
Adds to the leader's toolkit
Opens up understanding of storytelling
|
| What Really Works |
Nohria et al
HBR article, July 2003
|
10 year case study of increasing companies' ability to discover ‘what really works' |
| Flawless Consulting |
Peter Block |
Brilliant guide to consulting steps with cartoons. A classic. |
| Covert Pressures at Work |
R J Marshak, 2006 |
How to manage the 5 hidden dimensions of organisation change. Makes the subconscious aspects of change a little easier to ‘sell' to colleagues and easier to understand for us all. |
| The Answer to How is Yes |
Peter Block |
Addresses the fact that we do more and more about things that mean less and less. We often ask how questions to avoid the questions on purpose. |
| Leaders in Transition |
Amado & Elsner, 2007 |
Explores the tensions new leaders face as they take charge. Good for coaching & executive teams. |
| Imaginisation |
Gareth Morgan |
The power of metaphor and how to use it. Also has nice appendices outlining his take on action research as a consulting methodology. |
| Managing Transitions - Making the Most of Change |
William Bridges |
Very helpful way of thinking about the process of change and what needs to be paid attention to. |
| Images of Organisation |
Gather Morgan |
Helps view things in a new perspective. Produces clarity. |
| Maverick |
Ricardo Semler, 1993 |
Inspirational! Why didn't anyone listen? |
| Practical Facilitation |
Christine Hogan |
Practical, how-to tips and toolkit for facilitation. |
| Nudge |
Thaler & Sunstein |
Great decision-making information and ideas for the BIG issues of our times. |
| Groups at Work |
Mink, Mink & Owen |
Great models/descriptions of groups/dynamics. Lots of helpful tasks and activities to build groups. |
| Fierce Conversations |
Susan Scott |
A must read for coaches, consultants or anyway who has "difficult" conversations at work. Great practical questions to ask to get to core of the problem and keep it on the issue and not the person. |
Last Updated on Thursday, 04 June 2009 10:51
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Friday, 08 May 2009 00:00
Last Updated on Friday, 08 May 2009 11:03
Wednesday, 08 April 2009 11:33
Friday, 05 December 2008 20:08
Last Updated on Thursday, 29 January 2009 09:56
Thursday, 06 November 2008 20:54
September 2008 AGM Session - OD Trends, Challenges & Opportunities
At the 2008 ODA AGM, the group was asked to discuss future trends and challenges for the OD profession, what role could be taken by OD practitioners to address the challenges, and what could the international OD association play in addressing the challenges. The recorded discussion points are below. Please feel free to contact Glenda Hutchinson at
This e-mail address is being protected from spambots. You need JavaScript enabled to view it
or 0417 039 909 to add your comments, make amendments, etc. And thanks to all of you who participated in this activity.
Trends & Challenges
- Awareness of environment issues & also some fear about what this means for organizations
- Work/life balance
- Social justice, distribution of resources
- Improving communication/dialogue between different groups of people
- Organisational change also needs structural changes, combined approach
- Redesign
- Trust:
o Government
o Regulations
o Relationships
o Corporate governance
- Continued discussion of what is OD:
o Dominance by USA
o Diversity
o Multi-disciplinary
- OD learning from other disciplines
- Changes in measures of success
- BAS versus change versus strategy - LT
- Peak oil - running out
- Credit crunch, economics, challenge to Capitalism
- Move towards more holistic thinking - economics/environment/people
- Information & workload overload
- Connecting people in meaningful ways
- Tension increase between have and have not
- Conflict between sustainability & growth - more is better; consumerism
OD's future to address this?
- yes, helping organizations put their best foot forward
- OD can:
o Harness wisdom in organizations
o Facilitate dialogue between groups
o Safe environment for discussion
· OD putting together the business case:
o Stories
o Innovation
o Framing the new organisation
· It's up to us to engage versus playing safe
· Precarious
· We have to convince the people who pay us to do things differently
· Coherence between OD practitioners & clerks/communication
IODA - International Organisation Development Association - what can be done globally through IODA?
- Articulating values
- Learn from our own indigenous culture
See the following links: Global-Future Analysis and OD Change Leadership Capabilities
Last Updated on Thursday, 06 November 2008 21:09
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