Organization Development – The Process

There’s no rocket science to the OD process. You’ve actually experienced it all your life. It’s what a doctor does when you fall sick. It’s what the mechanic does when you take your car in for repairs.

89. colon cancer diagnosis

I’m not going to romanticize it or make a big jargonized deal of it. In all it’s simplicity, here’s how it flows:

  1. Diagnose
  2. Measure current state. Identify future state.
  3. Design an intervention
  4. Roll-out intervention
  5. Re-measure against identified future-state
  6. Closure

So what do you think is the most important part of this process? If you said Diagnosis, you get full marks! And I’m covering diagnosis on my next blog-post. So look for it.

If you follow the 6 step process above, you can’t go wrong. And properly implemented, it will also ensure that you enroll key stakeholders.

Diagnosis, S.A

Diagnosis, S.A (Photo credit: Wikipedia)

Steps 2 and 5 are critical, they ensure you are able to demonstrate success by comparing across the pre and post scores. By the end of the diagnosis, it is critical to identify the key areas of impact, those are the ones you will measure.

In my successive posts, I will cover details of some of the above steps. Watch this space.

And as always, keep leaving your comments!

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About gurprrietsiingh

CxO-Level Executive Coach Change consultant. Tai Chi learner Beer Lover Aspirational Parent and Partner Sci Fi reader Mistake Maker Challenger
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6 Responses to Organization Development – The Process

  1. megha says:

    lookn forward to read about diagnosis

  2. Ajith Nair says:

    Would you rather say “Define current state” rather than “measure current state ”

    • gurprrietsiingh says:

      You’re right Ajith, Define and then measure is the appropriate way to put it. Thanks so much for this!

  3. Pingback: Questions – What you ask, is what you get.. | LearnOD

  4. tmsamericas says:

    While I think all of the above elements have value it basically outlines the ‘creative tension model’ so typical of OD practice. I used this model extensively but not longer do as I find it highly problematic in that it emphasizes the assumption that certainty can be created. I am not saying that is your assumption but typically when people follow those steps that assumption is very much at play, if not acknowledged. Your readers may be interested in these posts regarding the creative tension model:

    • gurprrietsiingh says:


      Thanks for dropping by and posting this. At the outset, let me thank you for introducing a new way of looking at things and questioning the established way.

      I enjoyed reading through both your posts and I agree completely that a linear style of thinking and believing does not work in the real-world.

      At the same time, I do believe that creative tension is fundamental to nature and the universe. We are all moving from current state to future state. The progress towards future state is rarely linear. And that is what a good OD professional has to take into account.

      In my next post, on the Questions one needs to ask, there is a suggestion in some of the questions, where we’re actually exploring a more 360 degree look at the change drivers, which would help defuse some of the linearity.

      I must also thank you for introducing this vital conversation, as I will now find a way to weave it into the blog discussions.

      Thanks and keep contributing!

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