OD is Diversity: Differences Are at the Heart of the Field Organization Development Network July 12, 2007 Heather Berthoud & Bob Greene Berthoud/Greene Consultants LLC Presenters
After meeting with the CEO and the senior management team, Jerry designs an off-site to begin a change process for a medium-sized firm. At the off-site, one participant makes a statement about race that some take as charged. A heated exchange between two staff―one black, one white―occurs. Caught off-guard and not sure what to do, Jerry continues with the planned agenda, though the tension remains for the rest of the day. What questions come to mind about the consultant's preparation and the entire change process?
In general, we believe... Diversity is a basic OD competency, not a specialty Diversity is critical if we are to be self-aware as practitioners Diversity connects current OD practice with the field's roots
What is Gained by Attending to Diversity Throughout the OD Process Taking a systems perspective Enhanced insight and skill in use-of-self Building rapport and trust Improved intervention choices Maximizing stakeholder participation Enhanced ability to observe and affect group dynamics
The Organization Development Process “Pre-Entry” (Continuous Learning) Entry and Contracting Data-Gathering and Analysis Data Feedback Implementation Design Implementation Evaluation/Closing
Ideas for Maintaining a Diversity Lens Throughout the Organization Development Process “Pre-Entry” (Continuous Learning) Explore your own beliefs, values, blind spots, and biases Entry and Contracting Notice the identities of decision-makers and gate- keepers. Data-Gathering and Analysis Identify demographics and note any discrepancies in viewpoints between groups
Ideas for Maintaining a Diversity Lens Throughout the Organization Development Process Data Feedback Name what you experience rather than brush aside or explain away Design and Implementation Re-contract and/or negotiate follow-up for diversity issues Evaluation/Closing Include evaluation as part of the evalution
For more details about Diversity and Organization Development see: Greene & Berthoud (Spring 2007) “OD IS Diversity: Differences Are at the Heart of the Field.” OD Practitioner.
Organizational Focus Individual Focus
Organizational Focus Individual Focus Internal Focus External Focus
Organizational Focus Individual Focus Internal Focus External Focus Self Awareness
Awareness of differences and of our own biases and preferences Recognizing one's background, values, and vision Identifying one's personal beliefs, attitudes, assumptions, and behaviors Exploring our own biases and prejudices Learn to attend to diversity rather than ignore it.
Organizational Focus Individual Focus Internal Focus External Focus Self Awareness
Organizational Focus Individual Focus Internal Focus External Focus Self Awareness Interaction
Engaging and working productively with people of different backgrounds. Communicating across differences Collaborating effectively Managing conflicts effectively Interacting respectfully and openly “Track” diversity dynamics and your participation
Organizational Focus Individual Focus Internal Focus External Focus Self Awareness Interaction
Organizational Focus Individual Focus Internal Focus External Focus Self Awareness Interaction Organizational Culture
Examining and designing the internal workings of the organization. Formal and informal procedures, systems, and policies Talent recruitment, retention, and development practices The working climate ("Whose rules rule?") Note patterns and who consistently benefits
Organizational Focus Individual Focus Internal Focus External Focus Self Awareness Interaction Organizational Culture
Organizational Focus Individual Focus Internal Focus External Focus Self Awareness Interaction Organizational Culture External Relations
Working effectively with the community. The organization's reputation in the community Engagement with customers, constituencies, and vendors How well products and services meet the needs of a range of customers How do societal trends impact internal choices?
Organizational Focus Individual Focus Internal Focus External Focus Self Awareness Interaction Organizational Culture External Relations
Organizational Focus Individual Focus Internal Focus External Focus Self Awareness Interaction Organizational Culture External Relations Continuous Learning
Applying learning in one facet to all others Consciously seeking knowledge and experience Maintaining a systems perspective to change Recognizing the work is never done Intentionally engage colleagues around diversity Learning from each new interaction and each new program.
Organizational Focus Individual Focus Internal Focus External Focus Self Awareness Interaction Organizational Culture External Relations Continuous Learning
For more details on the Diversity Diamond see: Berthoud & Greene (Spring 2001) “A Multi-faceted Look at Diversity: Why Outreach is Not Enough.” The Journal of Volunteer Administration.