This presentation explains the past, present and future applications for OD in the workplace.

3. } Formed in 2002 to expand the community of knowledge and practical
application in the field of OD.
} Centers of Excellence in Africa, Asia, Caribbean, Middle East and North
America.
} Offering Certification Programs in Organization Development (ODCP),
OD Process Consulting (ODPC), OD Certified Consulting Program, (ODCC)
Talent Management (TMCP), Executive Coaching (ECCP), and Leadership
Development (LDCP) and Advanced Professional Development Programs.
} Over 2,500+ professionals have attended our online programs, our live
training, advanced seminars and OD conferences.
} Holds an annual OD Conference Annually to share best practices in OD
to transfer knowledge around the world.
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About IOD

4. } Nancy Zentis is Founder and CEO of Institute of Organizational
Development. As a Global leader in the field of OD, Nancy is well-
recognized for her accomplishments in the field of OD for over 30
years. She founded IOD in 2002 to advance the field of OD and
provide opportunities for those interested in practicing OD. She
specializes helping organizations implement change using an OD
Strategic Approach.
} She founded the South Florida ODN in 1999 and was the President
for 13 years. She remains on the board as Chair Emeritus. Nancy
holds a Ph.D. in Organization Development from Capella
University and a Masters in Human Resource Development and
Business Management from Central Michigan.
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5. } Ragland is the Vice President for Global Organization
Development & Strategy and is responsible for Global corporate
accounts, memberships and partners. He is also the Partner for
Institute of Organization Development in Asia Pacific and will
offer classroom certification programs and consulting to clients in
this region.
} Ragland is a HR & OD Professional with experience in Consulting,
Manufacturing, Information Technology, BPO & KPO & Shared
Services Industry verticals. He has 21+ years of experience in
delivering OD, HR Generalist & Specialist roles and has worked for
organizations like Visteon, Rane, iGate, GE Capital, HSBC, Zenta,
Amazon & Shell.
}
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1940-­50s: Roots of Practice
Values – Democracy, Positive Potential of
People, Use of Scientific Inquiry to address social
issues
Action Research
Social Technical Systems
Sustaining Change
1960-­70s: Foundations of Practice
Organizations as living systems
Positive view of people and potential
Action research and process consultation
Change – Force Field Analysis
1980-­90s: Branches of Practice
Social Construction – Appreciative Inquiry
Large group /whole system events
Systems Thinking
Participant Inquiry and engagement
Change – Story Telling
Change is Self Organizing
Diversity and Multiculture Environments
2000s – Present: Evolving Practices
Complex Approaches to Change and Self
Renewal
Mixing and Matching Practices
Reintroducing concepts and theories
Bulding on existing bodies of knowledge
Evolution of OD
Building on existing bodies of knowledge
• Kurt Lewin
• Trist
• Emery / Richard Beckard
• Kurt Lewin / Warner Burke
• McGregor
• Edgar Schein
• Cooperrider
• Kathie Dannemiller
• Stephen Covey
• Daniel Goleman

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OD is a process where an internal or
external change agent helps senior
leaders solve critical problems by
involving all members of the organization
to share their views, provide feedback,
and determine the best solutions to fit the
needs of the organization …
OD Definition

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Creating
Sustainable
Global
Organizations
Where do I
to start?
Managing
Change
Leadership
Effectiveness
Changing
Mindsets
Engaging
Others
Measuring the
Impact
Creating
Sustainable
Strategies

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Global Challenges
From The Millennium Project – www.themp.org

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• Returnment instead of Retirement
• What they cant do to What they can do
The Ageless
Workplace
• Mindfulness throughout Business
• Always On to Sometimes Down
The Mindful
Workplace
• Technology to enhance People results
• Unite workforce using Software
The Intuitive
Workplace
• From emails to talking
• Bring people together
The Collaborative
Workplace
• Make Change part of DNA
• Hire & train for flexibility
The Changeful
Workplace
The Engaged
Workplace
Workplace Challenges
Adapted from The Future Workplace by Unum
• Engaging Hearts, Mind & Body
• Retaining Top Talent

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} Each Table is an OD Café Table
} Each table to choose a Host/Hostess. The rest are Guests
} The members introduce themselves.
} Each Guest to share his / her inputs on the questions
} What is the Future of OD in the Workplace
} What actions can we take to make OD relevant in the workplace
} The Host / Hostess records in the Café Form
} The Guests move to the next table and Host/Hostess stay in the Table
} The members introduce themselves, listen to the points already shared
and continue to probe deeper on the questions/
} The Host/Hostess reports out the messages for each question

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18. • Leaders practice as OD Experts
• Develop a Sustainable Change Process
• Align organization systems effectively
• Use a proven scientific approach to make
decisions and solve problems
• Gain a reputation as a best practice organization
Improved
Organizations
• Train people to practice the principles of OD
• Train leaders to practice OD Principles
• Practice OD as a business discipline
• Create stronger work teams that help
organizations implement and sustain change
Workforce
•Support community initiatives with an OD change
model
•Advocate social responsibility integrated with OD
solutions
•Share OD knowledge with others throughout the
world
Culture
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Future of OD

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Ø Organization
Effectiveness and
Sustainability
Ø Agility to Change
Faster
Ø Improve Processes and
Performance
Ø Global Reputation as
Leaders
Ø Build a Stronger Brand
and Value Proposition
Ø Gain Impact on Bottom
Line
Benefits of OD

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