The Rudiments of Organization Development

Establish a sense of urgency. The means by which you do this are the precursors for the deliverable of urgency establishment.

Form a powerful coalition . The political arrangements you make with people important to your plans provides this deliverable – the coalition.

1. Create a vision. The vision can be yours or a combination of decisions which come from a team tasked with identifying the vision and its components.
2. Communicate the vision. This vision, shared by everyone in the organization, can overcome many of the small problems threatening your plans.
3. Empower others to act on the vision. By changing the organization culture through the use of organization leaders sharing the same focus, workers at all levels of the organization can begin to feel empowered to act if they share the vision.
4. Plan for and create short-term wins. Implementing major changes is always difficult without making many people feel threatened by the changes. The momentum of your planning is increased if there are many early successes. After all, all changes do not need to be made at once.
5. Consolidate improvements and implement even more change. Success builds on itself, building even more momentum.
6. Institutionalize new approaches. The culture will gradually change and become more
like you want it to be. Changes can more easily be made and accepted as workers begin to trust your motives more.
7. As soon as a change has been implemented, be prepared to plan the next change.
8. Because an organization is never static!

To say that talent is where you find it is an admission that functions of recruiting, hiring and staffing are essentially a random exercise in futility. Hence I firmly believe that identification, assessment and constructive utilization of talent is not only worthwhile but a critical function in determining organization effectiveness and success.

Once talent is identified the whole spectrum of constructive actions begins and is accompanied by continuous organization attention and action.

Each step in the process requires attention and evaluation to determine the value not only to various participants but the organization as a whole. Talent is a potentially valuable commodity but is also a perishable commodity and must be nurtured if the HR function in the organization is to provide the benefits of organization.