Why would I consider an Organizational Development (OD) plan?

Everyone wants their work place to be productive, supportive, engaging, respectful, open and friendly, and maybe even fun. But when people work together, tensions and issues often arise that can lead to disruptions in the workplace.

These types of tensions are common in most work environments, and the key is to prevent any minor issues from growing into a larger problem that can undermine the department's effectiveness.

What are some typical issues at work that can benefit from an OD strategy and plan:

  1. interpersonal tensions that can arise from different work styles and approaches to accomplishing tasks
  2. changes being implemented at work that seem to be moving slowly or may be encountering resistance
  3. communicating effectively and openly about challenging topics and situations at work
  4. unprofessional behaviors and people not being held accountable for their actions
  5. meetings that do not lead to productive outcomes and are disrupted by inappropriate behaviors

These and many other dilemmas can cause people to lose motivation, to feel unproductive, to feel frustrated and stressed. These reactions can, and usually do, limit the performance of the individuals, the team and perhaps the department. An OD intervention is designed to change these dynamics and find new and better ways of working together so that the team and individuals can re-establish an environment that promotes high performance and respectful interactions. 

Successful OD work at Amherst can involve a range of discussions, activities and training sessions. This outline provides an overview of the process and offers options for any group wanting to improve their performance at work.

Examples of OD Trainings could include:

  • Understanding and Working with Different Styles (Myers-Briggs Type Indicator - MBTI, or DISC Behavioral Styles Profile)
  • Building and Sustaining a High Performing Team
  • Managing Change and Transitions / Change Intelligence (CQ)
  • Plan and Lead Great Meetings
  • Crucial Conversations
  • Coaching and Communication Skills for Supervisors
  • Effective Communication Skills for Staff

Steps in an OD Plan

For more information about each step, please click on the topic.

1)  Identifying Goals and Outcomes

2)  Needs Assessment

3)  Customized Training and Meetings

4)  Follow-Up Plans and Strategy

If you would like to schedule a meeting to discuss current dynamics in your workplace or to learn how an OD plan might be helpful to your department or workgroup, please contact Stephen Butler at 542-2521 / sdbutler@amherst.edu.