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Practicing Organization Development (A guide for Consultants) - Part 71. Organization development (OD) is about planned change. As change has turned into the only constant, many managers and other people are pursuing change strategies with vigor. OD is a major strategy for leading and managing change at the individual, group, intergroup, organizational, interorganizational, and large systems levels. This book is about what it takes to be an effective change manager, change leader, and OD consultant | APPENDIX II FUTURE OD PRACTICE AND PRACTITIONER COMPETENCIES 671 Priority Competence 33. Knowledge skills and social technologies for designing and implementing effective methods for generating and disseminating valid relevant knowledge in organizations. - - 1 2 3 4 5 6 7 1 2 3 4 5 6 7 L. Appreciative Integral Change 34. Knowledge of the psychosocial dynamics of change so as to awaken - - and build on people s natural disposition toward development minimizing resistance by working on the positive side of the process. 1 2 3 4 5 6 7 1 2 3 4 5 6 7 35. Skills in building high-performance organizations that are also a great - - place to work and in articulating how this results in a win win situation for the organization the organization members and customers and how a focus on both performance and people leads to competitive advantage. 1 2 3 4 5 6 7 1 2 3 4 5 6 7 Practicing Organization Development 2nd Ed. Copyright 2005 by John Wiley Sons Inc. Reproduced by permission of Pfeiffer an Imprint of Wiley. www.pfeiffer.com 672 APPENDIX II FUTURE OD PRACTICE AND PRACTITIONER COMPETENCIES A Note About the Delphi Conference Design This Delphi conference was designed and moderated by Saul Eisen. The Delphi method generates responses to a sequence of questions that are put to a defined group of relevant experts. Their answers to each question are summarized and fed back to them prioritized by the group and then the prioritized list provides the context for the next question. Panel participants in this Delphi conference represented a range of relevant expertise. Of the thirty-nine participants twelve had experience and expertise as internal consultants eighteen as external consultants twenty-one as educators in OD nineteen as managers and four as futurists. The sequence of questions considered by our panel were as follows Phase 1 of this Delphi process provides an environment scan for organizations in a changing world. What are the most significant trends and forces that you .
