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Checklist - Building 21st Century OD Capacity

Raise awareness with senior managers of what OD is -how it contributes to


delivery of the vision and priorities.

Conduct your gap analysis - involve managers and employees in environmental


scanning, diagnosing organisational health and performance, developing the
key themes of your strategy and change initiatives. Aim to treat the whole
system and think through how you will embed initiatives down and across the
organisation. Choose the right bundles of practice and maximise cumulative
effect.

Think through resource implications- if your team will be picking up a range of


corporate strategic projects you may need additional posts on the structure.
Where possible build capacity and promote corporate thinking by involving
managers and employees in delivering the projects.
Set up a high level Steering Group comprising Group Directors, some Directors
and Heads of Service. Consult on proposals at the outset to ensure relevance.
Ask the group to help you identify priorities, manage risk, champion
communications and initiatives, and give you support when tackling unwritten
rules and assumptions. Select members carefully - identify those with power
in influence to help you get things done and ensure each Group/Directorate
are represented.

Have joint theme leads responsible for each Theme within your action plan.
This will maximise synergy and corporate working. Team people up to ensure a
focus on the softer as well as harder sides of change.
OD needs to be twinned with Strategy- your aim should be to get the
organisation to the point where it says what outcomes do we need- what OD
interventions do we need? OD need to be represented on key Steering Groups.

OD's loyalty needs to be to the organisation as a whole rather than a particular


service. The function needs to be able to take an independent objective view.
Integrating OD with other functions can compromise its ability to deliver. Work
to influence structure change if this is an issue.
Identify and address the development needs of your team according to
priorities (for example if top priority is for you to help groups identify
efficiencies train your team in lean, process mapping, service design
innovation and improvement first).

A balanced team with skills in leadership management ,learning and


development, culture change, behavioural sciences, occupational psychology,
finance, IT systems processes, project management and facilitation works
well. Ensure team members understand the concept of Use of Self, that they
are the intervention. Developing skills in this area is key.

continued on next page...

People and Organisational Improvement Strategy

Delivering results through people

4 Actioned

Checklist continued...

4 Actioned

Focus on results from the outset. Ensure each project has a scoping document
outlining measures of success anticipated outputs, outcomes. Report progress
and impact in to the Steering Group using evaluation techniques and OD
metrics. Ensure good project and programme management skills exist within
the OD Team or build this capacity as a priority.
Visit management teams, explain what OD is, the role of your team, how it is
changing and promote the Strategy. Manage expectations carefully, walk
before you run.
Ensure there are clear links between the various networks and your Steering
Group and sequence meetings to ensure consultation and feedback.

Identify the low hanging fruit- deliver some quick wins corporately first and
within each Group to demonstrate you can deliver. Make sure deadlines on
corporate strategic projects are long enough to allow you to deliver
consultancy projects at the same time. Your customers will value this highly.

Work to build trust over time. Show you can deliver on non-contentious issues
first and gradually seek permission to go into no-go zones.
Once your team are ready identify an OD contact for each Group to provide
on-going support. Rotate team members over time.

Ask your OD contacts to work with and identified group contact to produce OD
plans linked to service plans.

Aim to develop a learning organisation and actively build capacity within your
own team. Create time in team meetings for them to share ideas on projects,
talk about what they have they have found easy or difficult. Throw down team
challenges-involve them in your own work. Get people in the flow.
Build OD capacity in your organisation through change champions and through
the various networks.
Work with your OD partnership to promote OD regionally and nationally and
share best practice in your area.

People and Organisational Improvement Strategy

Delivering results through people

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