One of the founders of the field, Richard Beckhard, defines Organizational Development as:
an effort (1) planned, (2) organization-wide, and (3) managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organizations "processes," using behavioral-science knowledge.
Other definitions from leaders in the Organization Development Network provide the following definitions:
"OD is a field directed at interventions in the process of human systems (formal and informal groups, organizations, communities, and societies) in order to increase their effectiveness and health using a variety of disciplines, principally applied behavioral sciences. OD requires practitioners to be conscious about the values guiding their practice and focuses on achieving its results through people." - Arnold Minors, Arnold Minors & Associates, Toronto, Canada
"Organization Development is a body of knowledge and practice that enhances organizational performance and individual development, viewing the organization as a complex systems of systems that exist within a larger system, each of which has its own attributes and degrees of alignment. OD interventions in these systems are inclusive methodologies and approaches to strategic planning, organizational design, leadership development, change management, performance management, coaching, diversity, and work/life balance." - Matt Minahan, MM & Associates, Silver Spring, Maryland
Principles of OD Practice
One of the things that distinguishes Organization Development consultants from management consultants or process consultants is that the practice of OD is grounded in a distinctive set of core values and principles that guide behavior and actions.
an effort (1) planned, (2) organization-wide, and (3) managed from the top, to (4) increase organization effectiveness and health through (5) planned interventions in the organizations "processes," using behavioral-science knowledge.
Other definitions from leaders in the Organization Development Network provide the following definitions:
"OD is a field directed at interventions in the process of human systems (formal and informal groups, organizations, communities, and societies) in order to increase their effectiveness and health using a variety of disciplines, principally applied behavioral sciences. OD requires practitioners to be conscious about the values guiding their practice and focuses on achieving its results through people." - Arnold Minors, Arnold Minors & Associates, Toronto, Canada
"Organization Development is a body of knowledge and practice that enhances organizational performance and individual development, viewing the organization as a complex systems of systems that exist within a larger system, each of which has its own attributes and degrees of alignment. OD interventions in these systems are inclusive methodologies and approaches to strategic planning, organizational design, leadership development, change management, performance management, coaching, diversity, and work/life balance." - Matt Minahan, MM & Associates, Silver Spring, Maryland
Principles of OD Practice
One of the things that distinguishes Organization Development consultants from management consultants or process consultants is that the practice of OD is grounded in a distinctive set of core values and principles that guide behavior and actions.
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Driving Values and Principles
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Key Values
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