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Organization Development

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Organization Development

Principles, Processes, Performance

Berrett-Koehler,

15 min read
10 take-aways
Audio & text

What's inside?

The everyman’s guide to the organizational development consulting business.

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Editorial Rating

7

Qualities

  • For Beginners

Recommendation

This simple book introduces the profession of organization development. It is written so clearly that a relative novice could probably read it and set up shop as an organizational development consultant (or at least know how to hire a good one). Gary N. McLean explains everything and does not unnecessarily complicate straightforward steps. In fact, some steps may be more complex than he makes them seem – although he does caution companies that organizational development may require outside expertise. getAbstract finds that his book will be most useful to those considering working in organizational-development consulting, or to managers who are new to the field.

Summary

What is OD?

The field of organizational development (OD) is complex, large, ambiguous and ill-defined, but it can be described as a set of actions, usually drawn from an understanding of human behavior, that makes your company more knowledgeable, more expert, more productive, richer, smarter and a more satisfying place to work.

Organizational development projects can be short- or long-term, and can focus on individual, team, group, corporate, charitable or civic goals. Organizational development is not the same thing as change management, but OD is often necessary before any other change is possible.

Your organization’s staff may include OD professionals or you may hire an external consultant. In either case, your OD practitioner should have experience and a background in the behavioral sciences. OD professionals are not licensed, but the Organizational Development Institute offers two levels of certified credentials: Registered Organization Development Professional (RODP) and Registered OD Consultant (RODC). While no evidence indicates that people with such credentials do a better job than people without them, this is as close to licensure as the field gets.

About the Author

Gary N. McLean is a professor of human-resource development, business and industrial education at the University of Minnesota. He is the author of more than 20 books.

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