Program Proposals
We Want Your Opinion
Toward
Continuing Our Program Calendar
Consistent with the ODLG vision
of being a member driven organization, we invite people to be as
involved in our program process as they wish. We
welcome your ideas for programs, which can be sent to programs@learninggroup.org. Preference
is naturally given to ideas that provide knowledge of current
OD trends, create opportunities for member involvement, are based
action learning and experiential methods, and support follow-up
learning and activity.
In
addition, we encourage members to join program teams, whether as
leader, facilitator, resource person, or administrative aide.
Indeed, some of the proposals on this page need support and/or
leadership if they are to be carried forward. Service in program
presentation and production is an excellent way to develop your
skills, knowledge and contacts.
"Vote"
on Program Proposals
In this
space we will be giving capsule descriptions of program proposals
that have been submitted and the team believes may be of interest to
and meet the needs of the membership. For each and any proposal
cited below, simply write us and tell us what you have to say in
regard to the following:
-
Would
you like to see this program produced?
-
Do
you have any suggestions concerning the design of this program?
-
Would
you be interested in working on this program?
-
If,
on the contrary, you don't think this is a good proposal, why
not?
Without
such information from the membership, the Learning Group cannot
effectively accomplish its mission of meeting member needs. We thus
urge you to use this resource for input on program selection.
The Program Proposal "Ballot"
The
Most Important OD Skills
The
most important skills for OD practitioners are (arguably)
objectivity, reflection, observation, and feedback. This program
will be four presentations on each of these, each repeated so that
those attending will have their choice of two. We will then have a
whole group session to discuss how these primary skills relate to
the tools and models that OD practitioners use.
(posted
3-20-06)
Yes?
No? Comments? programs@learninggroup.org
Branding
OD
How
can we make individuals and organizations more aware of what OD is
and what it can do? This program would consider and analyze ideas
and methods for “branding” organizational development. The
design could involve open space, World Café, or a similar
methodology.
(posted
3-20-06)
Yes?
No? Comments? programs@learninggroup.org
Four
Models of Leadership
Servant
leadership, results-based leadership, everyone a leader, people
centered leadership – just a quick glance at our Library catalog
shows that there are a lot of models out there! Using our “four
presentations repeated twice” format, this program would present
learning on four models of leadership styles, followed a whole group
session on comparisons, lessons learned, and follow-up.
(posted
10-22-06)
Yes?
No? Comments? programs@learninggroup.org
Private
Sector vs. Public Sector
Using
case study and/or discussion, this program would explore
similarities and differences in the organizational cultures of
private and of public sector organizations. Issues that could be
considered would include, how OD interventions need to be adapted to
these cultures, what differing OD skill sets are needed in the two
sectors, and whether in today’s environment the private-public
sector dichotomy is actually still valid.
(posted
8-14-06)
Yes?
No? Comments? programs@learninggroup.org
OD
as a Performing Art
Based
on experiential exercise, small group discussion, and perhaps case
study this program would explore the art of practicing OD.
Issues to be explored could include how OD practitioners need to
develop their performance skills, differing OD performance styles,
and how OD performance needs to be adapted to the specific
organization.
(posted
8-14-06)
Yes?
No? Comments? programs@learninggroup.org
OD
Meets the Arts
There
has been increasing use of the arts in OD practice and there even
appears to be a practice area making such connections. This program
would present four case studies on OD interventions using various
arts, following by discussion on lessons learned, application, and
follow up. Possibly showcases could be provided for members with
artistic talents.
(posted
7-7-06)
Yes?
No? Comments? programs@learninggroup.org
OD
and Sustainable Development
Sustainable
development is one of most important new issues in the business
world. This program would consider how OD fits into this
development. At the same, the general importance and impact of
sustainable development would also be considered.
(posted
7-7-06)
Yes?
No? Comments? programs@learninggroup.org
OD
and Demographic Changes
Using
the “four-presentations repeated twice" format, this program
would provide learning on how OD has to adapt to demographic
changes. Possible topics would me aging of the workforce,
generational differences, “generation me”, and cultural
diversity.
(posted
6-9-06)
Yes?
No? Comments? programs@learninggroup.org
Cultivating
Presence
This
program would help participants maximize their leadership through
improved speaking presence. Topics would include speaking presence,
essence elements of public speaking, and how to bring presence into
a presentation. There would small group exploration of these
techniques.
(posted
6-2-06)
Yes?
No? Comments? programs@learninggroup.org
Challenging
Situations
This
program would deal with the issue of the role of OD practitioners in
challenging situations such as heated controversies, politically
charged environment, and social contexts. The format could involve
case studies. Connections to specific forms of practice such as
conflict resolution, organizational transformation, and strategic
planning could also be explored.
(posted
6-2-06)
Yes?
No? Comments? programs@learninggroup.org
Do
I Have to Draw a Picture For You: Diagrams in OD
This
program would be in the “four presentations repeated twice” (or
possibly some other “multiple choice”) format and would explore
“picture tools” useful in OD practice, such as mapping or two by
two matrices. Consideration might also be given to visual modes of
learning.
(posted
3-6-06)
Yes?
No? Comments? programs@learninggroup.org
Humor
in OD
This
program would be in the “four presentations repeated twice” (or
possibly some other “multiple choice”) format and would explore
the need for and use of humor in OD practice. Although the program
would specially exemplify the Learning Group belief that learning
should be fun, the subject matter would consider “serious issues
about humor”. The four presentations could be on models,
applications, case studies, or even theoretical questions.
(posted
3-6-06)
Yes?
No? Comments? programs@learninggroup.org
Influencing
Decisions
Using
the “four presentations repeated twice format,” this program
would present four tools for effecting behavior change. Participants
would learn who they need to reach, when they need to reach them,
and what they need to say. Possible contexts could be organizational
change management, acquiring clients, marketing services, and job
search.
(posted
1-8-06)
Yes?
No? Comments? programs@learninggroup.org
OD
at the Ground Level
OD
interventions frequently are implemented from the top, but is it
possible to do “mini-interventions” at staff level, for small
work groups, or otherwise “for the common man and woman in the
organization”? This program would present case studies and/or
models for “OD from the ground up”. A related issue for
consideration would be how OD consultants can develop connections
with line managers.
(posted
1-8-06)
Yes?
No? Comments? programs@learninggroup.org
OD
from the Inside Out
This
program would provide learning, and share ideas on, how OD functions
have been created within organizations. Possibly there could be a
panel of internals who have done, but a case study approach might
also be used. “Organizational design of OD” might be another
learning.
(posted
1-8-06)
Yes?
No? Comments? programs@learninggroup.org
Research
Methodologies
Using
the “four presentations repeated twice format,” this program
would present four presentations on organizational development
research tools. Topics could include the comparative methods of
surveys, focus groups, and interviews; when should be used; and best
practices in their use.
(posted
1-8-06)
Yes?
No? Comments? programs@learninggroup.org
Ethical
Issues in OD Practice
This
program would
would explore issues raised by OD interventions, such as personality
assessments and program that raise employer-employee “boundary”
issues, that relate ethical considerations. It would present
examples of practices that could be viewed as controversial, either
by case study or by facilitated discussion. Participants would
developed shared learning on questions such as whether some
practices unreasonably cross employer-employees, make claims that
are not substantiated by scientific evidence, or potentially violate
OD values.
(posted
6-19-05)
Yes?
No? Comments? programs@learninggroup.org
Power
of Smart Communication
This
program This
program would explore smart communication: how we communicate, how
we choose the words then put the words together, how we mold the
sentences into cogent thoughts. It would be based on storytelling
and metaphor. Participants would learn how communication can become
the lubricant for allowing organizations to function more
smoothly.
(posted
6-19-05)
Yes?
No? Comments? programs@learninggroup.org
"I
Can't Believe They"
This
program would present case studies on impossible, ridiculous,
unreasonable and other request for OD services made by clients,
senior management, and other sometimes overly demanding sources.
Comprehensive customer service training in two hours, whole scale
change planned and conducted by a small senior management team,
revitalizing management without spending time or money – we’ve
all heard such requests – how do we deal with them? Bring your
worst nightmare – we can learn from it and maybe even turn it into
a dream..
(posted
4-17-04)
Yes?
No? Comments? programs@learninggroup.org
Stupid
Ideas Festival
This
program would be based on, and extend, the view of Tom
Peters (“celebrate failure”) and Robert
Sutton (“weird ideas that work”). Participants would compete
to see who can produce the stupidest idea for an OD intervention. We
would then take one of those ideas and actually implement it.
(posted
4-17-04)
Yes?
No? Comments? programs@learninggroup.org
Framed
to Fail
This
program would explain how companies mis-structure new leadership
assignments and what OD practitioners can do to reduce the risks of
mis-hiring. Model. The presentation would cover the theoretical
model behind the “frame to fail syndrome” and experiential
learning on a “how to manage me” model, using small group
session. Participants would acquire insight into and tool for coping
with the problem of failed leadership.
(posted
12-14-04)
Yes?
No? Comments? programs@learninggroup.org
Marketing
and OD
This
program would provide participants with their choice of learning on
two out of four topics, which would be presented in small group
sessions followed by a whole group synthesizing session. Topics
could include how OD practitioners (internal and external) can
improve their marketing skills and capacity, how organizational
development itself can be better “sold”, and how partnerships
between marketing specialists and OD practitioners can be developed.
Cross-fertilization between different fields of practice and ongoing
follow up action would be emphasized as takeaways.
(posted
12-14-04)
Yes?
No? Comments? programs@learninggroup.org
Enneagrams
as a Tool for the OD Practitioner
This
program would provide learning on enneagrams, a tool used by many
organizations to help people see their blind spots, capitalize on
their inherent strengths, and communicate more effectively. A
humorous, non-threatening methodology using popular toys would be
used. Participants would become familiar with the principles,
techniques and tools use in psychology of type and would be able to
take a self-assessment.
(posted
10-24-04)
Yes?
No? Comments? programs@learninggroup.org
Setting
Organizational Development Standards
If
the Learning Group were to certify organizations on their OD fitness
in the way that the International Organizational for Standardization
does for business practices, what policies, practices and other
organizational characteristics would we study and how would we
evaluate them? This meeting for Setting Organizational Standards (SODs)
would tap the collective intelligence of the Learning Group to
develop an OD assessment apparatus that could be utilized as a
thought experiment or perhaps as a tool to take over the
organizational world. Among the venerable questions that would be
considered in a small group/whole group format would be “What is
OD?,” “What should we be doing?,” and “What is a good
organization?”
(posted
10-24-04)
Yes?
No? Comments? programs@learninggroup.org
Innovation
Superhighway
This
program This program would be based on the book
so titled. It would provide insight via interactive learning into
how knowledge management can drive organizational success.
Participants would achieve a better understanding of globalization
and related forces that are revolutionizing the world of work.
(posted
9-07-04)
Yes?
No? Comments? programs@learninggroup.org
OD
in the Public Sector
This
program would use the “choice of two out of presentations
format” and would offer presenters on topics relevant in the
public sector (such as coaching to board directors). Each topic
would be chosen and each presentation would be designed so that
analogies and relevance to private sector practice would be
emphasized.
(posted
7-25-04)
Yes?
No? Comments? programs@learninggroup.org
Linking
OD to Business Results
This
program would present four case studies in which OD interventions
were promoted and reviewed on the basis of their being able to
demonstrate “bottom line results”. The exact design would be
determined by the presentation team, but the “choice of two out of
four” format might be used. The case studies would be followed by
whole group discussion and perhaps “dissenting views” on the
advisability of emphasizing “the bottom line” could be given a
hearing as well.
(posted
7-25-04)
Yes?
No? Comments? programs@learninggroup.org
Measuring
OD Interventions
Knowledge
of systems thinking, broad based HRD concepts and applied
systems theory are widely recognized perquisites to effective
skill development for the applied OD professional of today. This
program would examine both the effectiveness of such programs not
only from the perspective of OD effectiveness, but from the
perspective of business process effectiveness. It would explore ways
in which we can become more competent at designing, implementing,
and executing programs and practices that improve business process,
as well as increasing the quality of organization systems and
worklife.
(posted
6-09-04)
Yes?
No? Comments? programs@learninggroup.org
Organizational
Learning Histories
This
program would in a way be a follow up to the November 2002 program
on OD and Storytelling. Learning histories are powerful tool for
learning organizations and this program would provide useful tools
for OD practice. In addition, it could be framed around a case study
involving the Learning Group or one its special interest endeavors.
(posted
6-09-04)
Yes?
No? Comments? programs@learninggroup.org
Open
Book Management
Open
Book management has been one of the most important developments in
the OD field of the 1900s, but has not been the subject of a
Learning Group program. Consistent with our mission, we should
provide members with learning on a topic concerning which all OD
practitioners. The program should be designed to provide case study
or simulation and might even incorporate the Learning Group itself
as an open book managed organization.
(posted
5-27-04)
Yes?
No? Comments? programs@learninggroup.org
Process
Consultation III
Process
Consultation I (July 2000) and II (October 2001) were two of the
most successful programs in ODLG history. The topic is of
fundamental importance in OD practice. It therefore is time to take
a new look at recent developments, while perhaps also presenting
“refresher” material on the basic concepts.
(posted
5-27-04)
Yes?
No? Comments? programs@learninggroup.org
Customer
Insight
This
program will provide learning on how to help organizations
understand what customers need, what customers want, and what
customers are willing to pay for. Participants will gain new
insights into making organizations customer-based and
will learn new methods for designing a customer-focused
organization. In addition to interactive learning, there will be
shared discussion on the customary advocacy function.
(posted
3-02-04)
Yes?
No? Comments? programs@learninggroup.org
Using
Technology in Your Practice
This
program would help members learn the application of the Internet,
e-communication, and specialized software to OD practice. In
addition, it could serve to consider technology in which the
Learning Group should invest. Takeaways would include better
understanding and shared utilization of technology.
(posted
2-04-04)
Yes?
No? Comments? programs@learninggroup.org
Developmental
OD
This
program would look at organizational development from
an evidence-based capability perspective, focusing on the two
architectures that companies are based on: the accountability
architecture of levels of work complexity and the capability
architecture of individuals employed. It would be based on Corporate
Developmental Readiness and Effectiveness Measure, a synthesis of
Elliott Jaques’ work. Takeaways would include identifying a
potential niche for consultation services, learning on how to
support organizational strategies, and an understanding of
developmentally based process consultation.
(posted
1-18-04)
Yes?
No? Comments? programs@learninggroup.org
Setting
Organizational Service Levels
This
program would show how focus groups and marketing tools can be used within
organizations to determine the nature and level of services (such as
HR and IT) to be provided to internal customers.
The design would allow participants to simulate an actual
case. Takeaways would include techniques that can be applied in
various organizational contexts as well as the strategy under
consideration.
(posted
11-07-03)
Yes?
No? Comments? programs@learninggroup.org
The
Sixteenth Minute
This
program would show how to create a personal brand that one can use
in one's practice. Using face-paced interactive methods,
participants would experience a six-part process based on Edward
Debono's Six Thinking Hats model. Takeaways would include creation
of focus point for one's practice, learning of measurable steps
toward branding, and experience of focused thinking for personal
success.
(posted
11-07-03)
Yes?
No? Comments? programs@learninggroup.org
Leadership
Models
This
program would explore different models of leadership. The program
design would be based on input from those joining the program team. Takeaways
would include better understanding of principles and techniques for
improving leadership development.
(posted
6-18-03)
Yes?
No? Comments? programs@learninggroup.org
Psychological
Type and Leadership
This
program would provide a introduction to the psychology of type. In particular,
the relationship between psychological type and leadership would be
explored. Those participating would learn psychological tools that
can be used in OD interventions.
(posted
6-18-03)
Yes?
No? Comments? programs@learninggroup.org
Cross
Cultural Themes
This
program would explore how organizations differ in varying world
cultures. In particular, we would consider whether/how OD practice
needs to adapted in differing cultures. Participants would achieve a
better understanding of OD in the globalized environment.
(posted
6-18-03)
Yes?
No? Comments? programs@learninggroup.org
Empirical
Research That Supports OD Interventions
This
program would present research findings regarding OD techniques
(such as dialogue, teambuilding, appreciative inquiry, or whole
system change). We would explore what is known about the effects
these various interventions actually have on organizations, as
measured by thorough and/or long term qualitative or quantitative
studies. Hopefully, we would uncover possibilities for marketing our
practices based on findings that demonstrate their value.
(posted
4-22-03)
Yes?
No? Comments? programs@learninggroup.org
Comparative
Methods of Problem Solving
Four
facilitators who are experienced in a particular technique of
problem solving would lead small groups in their application to a
case. We would then evaluate how these felt and how effective they
seemed to be. Participants would learn more about problem solving
methods and develop an understanding of which work best in a given
context.
(posted
4-22-03)
Yes?
No? Comments? programs@learninggroup.org
Trial
by Friendly Fire
This
program would present an opportunity for those who want to try out a
short presentation or tool. Based on the concept of the Learning
Group’s providing a “safe environment for failure,” members
would provide feedback on your idea, using a fun process.
Experimentation, risk-taking and even zaniness would be encouraged;
and creative, imaginative and even humorous evaluative techniques
would be investigated.
(posted
1-10-03)
Yes?
No? Comments? programs@learninggroup.org
Panel
of Clients on Why and How They Hired an OD Consultant
This
program would be analogous to our August 2001 Program on Selling
and Marketing OD, but instead of having a panel of consultants there
would be a panel of clients. The panel would discuss why and how they
decided to obtain OD services. Participants would be able to submit
questions in advance.
(posted
12-08-02)
Yes?
No? Comments? programs@learninggroup.org
Marketing
OD Inside the Organization
This
program would deal with the issue of how internals can engage in a
subtle form of "marketing" to garner sufficient support
(budget, resources, challenging assignments, etc.) for organizational
revival. Externals, internals and other would "co-create"
ideas for such efforts inside organizations. Participants would gain
new strategies for powerful contributions to organizational success.
(posted
12-08-02)
Yes?
No? Comments? programs@learninggroup.org
OD
"Horror Stories"
This
cancelled program was designed to offer the to present case studies. Four presenters would share
"horror stories" and receive the sympathy and ideas and even
rewards. Participants would achieve reflective knowledge on what
works and what doesn't.
(posted
12-08-02)
Yes?
No? Comments? programs@learninggroup.org
Building
Trust in Virtual Teams
This
program was announced at You Define 2002 but never came to
production. The topic is important and timely. So we are asking if
there are people want to form a team.
(posted
12-08-02)
Yes?
No? Comments? programs@learninggroup.org
Moving
from Chasing Business to Gaining Business
This
program would be a sequel to our August 28, 2002 meeting on Mining
for Business. Participants would learn how to define themselves
and what they offer, how to find the best sources for gaining new clients,
and how to win better and faster commitments from clients. In addition,
they will learn how to create a business plan that is action-oriented and
to keep it continually updated.
(posted
11-10-02)
Yes?
No? Comments? programs@learninggroup.org
Approved
The
following posted proposals were approved and have been produced:
A
Dialogue Session on The Power of One Person (January 2003)
OD Books (March 2003)
Marketing
Professional Services (April 2003)
Introduction to Whole Scale Change (September 2003)
Improving
Organizational Thinking (February 2004)
Creative and Emotional Intelligence Tools (April 2004)
Peer Coaching and Support (May 2004)
Organizational Assessment Survey (June 2004)
Taming the Chaos of the Workplace (July 2004)
Co-Active Coaching (August 2004)
OD Books II (September 2004)
Interviewing and Surveying Customers and Employees (December 2004)
Balanced Scorecard (January 2005)
Social Network Analysis (March 2005)
Going Around in Circles (May 2005)
Case Studies (June 2005)
Planning for Change (July 2005)
Creativity Assessments and Applications (September 2005)
Leaderful Practice (October 2005)
OD Books III (December 2004)
OD Tool Box III (May 2006)
Focus Groups in OD (July 2006)
One Team, One Voice (April 2007)
OD Meets PM (December 2007)
The
following posted proposals were approved and have been scheduled:
Four Types of Conversation (February 2008)
Four Models for Conflict Resolution (August 2008)
Getting the Organizational Truth (October 2008)
The
following posted proposals have been approved and are under development
prior to being scheduled:
Best Practices in OD Interventions
OD Books IV
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