Organization development (OD) and change management (CM): whole system transformation

Abstract

Purpose

To share ten integrated OD practices that propels the entire enterprise to transform itself to a higher state of performance

Design/methodology/approach

We have distilled the evolutionary learning of 47 years with over 1,000 organizations the application of authentic organization development universal principles and methodology that can apply universally to most organizations regardless of industry, culture, country or issue.

Findings

We have the confidence that if these practices are competently applied, extraordinary results will occur. The key is having the process led by a competent internal change agent.

Research limitations/implications

This is not disciplined qualitative or quantitative research. It is the boiling down of years of reflection by the authors on what needs to change our methodology in order to achieve organization development's original focus and that is of changing the entire system through engagement and action research.

Practical implications

We believe that all aspiring OD professionals would best consider bringing each and every one of these practices into their approach. We would welcome research artists to contact us and get involved in researching our on-going work.

Originality/value

Organization development is coming back to its original focus of the whole system. Whole system transformation is but one of many new organization wide change methodologies. It is of value to any student or seasoned practitioner of organization change who wishes to embellish their practice.

Citation

L. Sullivan, R., J. Rothwell, W. and Jane B. Balasi, M. (2013), "Organization development (OD) and change management (CM): whole system transformation", Development and Learning in Organizations, Vol. 27 No. 6, pp. 18-23. https://doi.org/10.1108/DLO-08-2013-0060