Get access to the exclusive HR Resources you need to succeed in 2018.
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S. this fall.
Gain the skills you need to rise to the next level in your career. Jon us at SHRM's Leadership Development Forum, October 2-3 in Boston.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Q: How do I know when an OD intervention is the right choice for solving my business partner’s problem?
A: Let’s look at this from a proper business point of view. Current leaders assess and manage every link of their organization’s value chain actively for possible weaknesses. The weakness of any link directly affects the strength of the entire chain, and thus the company’s ability to fulfill its business plan.
value chain analysis includes the human resources element as well as operations, sales and marketing, logistics and technology. If a company is having difficulty fulfilling its customers’ orders, then it needs to examine the entire process to see where the problems are occurring and develop solutions to fix them.
Since leadership is a vital link in the value chain, companies must gather data to support any concerns about their leadership effectiveness by answering a few questions. For example:
When a leadership issue or problem arises, first make two general determinations:
The differences between the two will suggest possible courses of action, including an OD intervention. OD interventions will typically work under the following conditions:
If the partners are willing to discuss and consider flaws in achieving the desired performance, OD improvements may appropriately strengthen the weak links. If there are personality conflicts between or among the partners, OD interventions will work only if the company’s performance data clearly indicate one strategy over another.
Correctly or not, most CEOs make business decisions based on where the quantitative data leads them. These decisions are further buttressed by the qualitative data that is presented in the arguments. The key is to have valid data to support the argument for such an intervention.
Ken Moore is president of the Ballston Spa, N.Y.-based organizational development consulting firm Ken Moore Associates. He is an adjunct professor at the State University of New York—Albany and at the Union Graduate College, where he teaches graduate courses in strategic management. Moore also is a member of the Society for Human Resource Management's Organizational Development Special Expertise Panel. He can be reached at email@example.com.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 10,000 companies