OD is about improving performance at the individual, group, and organisational levels. It is about improving the organisations ability toe effectively respond to changes in its external environment, and it’s about increasing internal capabilities by ensuring the organisational structures, human resources systems, job designs, communication systems, and leadership/managerial processes fully harness human motivation and help people function to their full potential.
Executed well, such an improvement can be transformational – producing fundamental changes in the way individuals, groups, and organisations function. J Lindberg uses world leading instruments in the field of data-driven change – measuring and quantifying organisational behaviour at the individual, group and organisational levels.
Survey feedback, an integral part of the OD process, provides leaders and managers with research based information on what is happening within the organisation – be it cultural norms, organisational systems, organisational climate, leadership and managerial approaches and their consequent impact, or the behaviors of key people throughout the organisation. Such measurements must be based on solid, academically-respected research to help guide the process of change.
Helpful feedback tools not only measure the current state, but also identify what needs to be focused on to improve effectiveness in terms of building on strengths and overcoming stumbling blocks. When people receive feedback based on a reliable and valid assessment that highlights what is helping and hindering effectiveness at the individual, group, and/or organisational levels, then they can build strategies fro improvement.
The process seems complicated but is actually quite simple. It’s build on a test-action-re-test approach. Whether at the individual, group, or organisational level, the process remains the same; measure what is currently happening, develop strategies for change, implement these, and then re-test to evaluate the effectiveness of the change strategies
Within this process, there is a set of key steps or phrases that are essential to effective feedback and change:
Action based on feedback, cannot be effective unless awareness and acceptance are first achieved. Acceptance cannot occur until awareness is achieved, so it is essential that the feedback process follows these steps in a facilitative, disciplined manner.