2 August 2024 - Integrated Organisation Design
By Peter Lawrence, Director
I regularly meet with Craig, one of our associate partners.
Craig is Executive Dean for Business, Law, and Criminology at Liverpool Hope University Business School.
We shared our stories of the growing need for “OD” to be at the table, (even building the table) when organisations and communities are facing the challenges of change.
But let’s be clear, what do we mean when we use the term “OD”?
Development, Design or both? My experience is that this question may haunt OD practitioners, but clients don’t really care. They just need help to get things done.
Craig shared a White Paper he produced, with others from Lancaster University in 2009, which begins ……
It is quite possible that right now your CEO or a senior business unit head is planning a rapid restructuring in response to a particular challenge
It is also quite possible that you as the HR Director will not be told about this until it is a fait accompli, and you are left to tidy up the long-term consequences of relatively short-term thinking.
This White Paper demystifies the fields of Organisation Design and Organisation Development and argues that the time has come for a fresh look at these capabilities as they present a major opportunity for HR Directors to contribute to strategic debates about operating model change.
The challenges to be faced include the capability of HR teams, the relevance of their knowledge base and the position of the HRD's when entering these conversations are boardroom level.
Although the White Paper was published in 2009, the continued relevance and need to build capability and grow healthy aligned organisations, remains.
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