The term OD or Organisational Development is very poorly understood, even within with HR itself. Yet, it could hold the key to the profession elevating its status and being viewed as more strategic. 

In this episode of The HR Uprising Podcast, Lucinda explains that 3 main pillars of OD are as follows: 
Transforming an organisation to meet business goals 
Applying evidence-based theories systematically to achieve results 
Managing or delivering change. 

OD is very effective in meeting your business goals. There are different kinds of OD Interventions you can use. Know what will work for you so you can implement them in your organisation. Also, don’t miss the 5-step process that any practitioner can use to apply OD, so start tuning in! 

KEY TAKEAWAYS 
What is Organisational Development (OD)? It’s about evolving, adapting, or improving an organisation. And, according to CIBT, it’s a “planned and systematic approach to enabling sustained organisational performance through its involvement with people.” It should be aligned with your business strategies. 
It can change the structure, skills, and behaviours within the company so you can move towards your goal faster and efficiently.  
Examples of OD interventions 
To develop a new performance management process 
To understand cultural issues, values, etc. 
For job redesign 
The 5-Step Process on how to do OD 
1 – Understand the needs. What do you need in relation to your organisational strategy? 
You need people with different skills to be competitive. 
Use diagnostic tools. 
2 – Decide on how are you going to address those needs. 
3 – Select your intervention: human process, business process, HR interventions, strategic interventions. 
4 – Implementation 
5 – Evaluate the change 
The Difference between HR and OD: “It’s OD when it’s orientated widely in the wider organisation whereas HR is more specifically about a human resources process or about people.” 

BEST MOMENTS 
“The key is doing it in line with business goals.” 
“Anything to do with change pretty much fits within OD.” 
“It’s not just getting better at appraisals. It’s actually making something more effective in terms of meeting the organisation’s goals.” 
“If an OD’s intervention is done well, it needs to lead to a change in the business.” 
“Take on a structured approach when delivering change.” 

VALUABLE RESOURCES 
https://scienceforwork.com/  
Center for Evidence-Based Management https://www.cebma.org/  
Further information and useful links from previous shows can be accessed at https://www.hruprising.com  

ABOUT THE HOST 

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. 

“If you look up, you rise up” 

CONTACT METHOD 
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/  
Email: Lucinda@advancechange.co.uk  
Linked In: https://www.linkedin.com/in/lucindacarney/  
Twitter: @lucindacarney

The&nbsp;term OD or&nbsp;Organisational Development&nbsp;is very poorly understood, even within with HR itself. Yet,&nbsp;it could hold the key to the profession elevating its status and being viewed as more strategic.&nbsp;
In this episode of The HR Uprising Podcast,&nbsp;Lucinda explains that 3 main pillars of OD are as follows:&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="4" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Transforming an organisation to meet business goals&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="4" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Applying evidence-based theories systematically to achieve results&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="4" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Managing or delivering&nbsp;change.&nbsp;</li>
</ul>
OD is very effective in meeting your business goals. There are different kinds of OD Interventions you can use. Know what will work for you so you can implement them in your organisation.&nbsp;Also, don&rsquo;t miss the&nbsp;5-step process that any practitioner can use to apply OD, so start tuning in!&nbsp;
KEY TAKEAWAYS&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">What is Organisational Development (OD)? It&rsquo;s about evolving, adapting, or improving&nbsp;an organisation. And, according to CIBT, it&rsquo;s a &ldquo;planned and systematic approach to enabling sustained organisational performance through its involvement with people.&rdquo; It should be aligned with your business strategies.&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">It can change the structure, skills, and behaviours within the company so you can move towards your goal faster and efficiently.&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Examples of OD&nbsp;interventions&nbsp;</li>
</ul>
<ul>
<li data-leveltext="o" data-font="Courier New" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="2">To develop a new performance management process&nbsp;</li>
<li data-leveltext="o" data-font="Courier New" data-listid="3" aria-setsize="-1" data-aria-posinset="2" data-aria-level="2">To understand cultural issues, values, etc.&nbsp;</li>
<li data-leveltext="o" data-font="Courier New" data-listid="3" aria-setsize="-1" data-aria-posinset="3" data-aria-level="2">For job redesign&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">The 5-Step Process on how to do OD&nbsp;</li>
</ul>
<ul>
<li data-leveltext="o" data-font="Courier New" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="2">1 &ndash; Understand the needs.&nbsp;What do you need in relation to your organisational strategy?&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Wingdings" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="3">You need people with different skills to be competitive.&nbsp;</li>
<li data-leveltext="" data-font="Wingdings" data-listid="3" aria-setsize="-1" data-aria-posinset="2" data-aria-level="3">Use diagnostic tools.&nbsp;</li>
</ul>
<ul>
<li data-leveltext="o" data-font="Courier New" data-listid="3" aria-setsize="-1" data-aria-posinset="2" data-aria-level="2">2&nbsp;&ndash;&nbsp;Decide&nbsp;on how are you going to address those needs.&nbsp;</li>
</ul>
<ul>
<li data-leveltext="o" data-font="Courier New" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="2">3&nbsp;&ndash; Select your intervention: human process, business process, HR interventions, strategic interventions.&nbsp;</li>
<li data-leveltext="o" data-font="Courier New" data-listid="3" aria-setsize="-1" data-aria-posinset="2" data-aria-level="2">4&nbsp;&ndash; Implementation&nbsp;</li>
<li data-leveltext="o" data-font="Courier New" data-listid="3" aria-setsize="-1" data-aria-posinset="3" data-aria-level="2">5&nbsp;&ndash; Evaluate the change&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">The Difference&nbsp;between&nbsp;HR and OD: &ldquo;It&rsquo;s OD when it&rsquo;s orientated widely in the wider organisation whereas HR is more specifically about a human resources process&nbsp;or&nbsp;about people.&rdquo;&nbsp;</li>
</ul>
BEST MOMENTS&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">&ldquo;The key is doing it in line with business goals.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">&ldquo;Anything to do with change pretty much fits within OD.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">&ldquo;It&rsquo;s not just getting better at appraisals. It&rsquo;s actually making something more effective in terms of meeting the organisation&rsquo;s goals.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">&ldquo;If an OD&rsquo;s intervention is done well, it needs to lead to a change in the business.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="5" data-aria-level="1">&ldquo;Take on a structured approach when delivering change.&rdquo;&nbsp;</li>
</ul>
VALUABLE RESOURCES&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="5" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><a href="https://scienceforwork.com/">https://scienceforwork.com/</a>&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="5" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Center&nbsp;for Evidence-Based Management&nbsp;<a href="https://www.cebma.org/">https://www.cebma.org/</a>&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="5" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">Further information and useful links from previous shows can be accessed&nbsp;at&nbsp;<a href="https://www.hruprising.com/">https://www.hruprising.com</a>&nbsp;&nbsp;</li>
</ul>
ABOUT THE HOST&nbsp;
Lucinda Carney&nbsp;is a Business Psychologist with 15 years in Senior Corporate L&amp;D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to &lsquo;rise up&rsquo; together.&nbsp;
&ldquo;If you look up, you rise up&rdquo;&nbsp;
CONTACT METHOD&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Join the LinkedIn community -&nbsp;<a href="https://www.linkedin.com/groups/13714397/">https://www.linkedin.com/groups/13714397/</a>&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Email:&nbsp;<a href="mailto:Lucinda@advancechange.co.uk">Lucinda@advancechange.co.uk</a>&nbsp;&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Linked In:&nbsp;<a href="https://www.linkedin.com/in/lucindacarney/">https://www.linkedin.com/in/lucindacarney/</a>&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Twitter: <a href="https://www.twitter.com/lucindacarney">@lucindacarney</a></li>
</ul>

Welcome to the HR Uprising Podcast. 

This engaging podcast explores HR ‘hot’ topics and challenges through conversations with relevant experts and real-life HR; O.D. or L&D professionals.

HR Uprising is about creating an inclusive forum that enables us to share and learn from experts and everyday professionals. HR Uprising is all about learning through collaboration; taking evidence-based action and helping colleagues to have the confidence and skills to rise-up through their organisations by delivering real, lasting business value.

Hosted by Lucinda Carney a Business Psychologist; Experienced HR Change Agent; Entrepreneur; Speaker and Coach. There are two types of show format the ‘In focus’ episodes where Lucinda delves into a specialist topic in some depth and the ‘Conversations with’ series where we interview experts and people like you. Our hope is that shows are both informative and fun. 

You can access more information on each Podcast including resources or links mentioned in the show at our website www.hruprising.com. 

If you are a forward-thinking HR; L&D or O.D. professional who has a success story or challenge that others can learn from and you would like to be featured in future podcasts you can get in touch through one of the routes below.

Connect with us here: 
Join the linkedIn community: https://www.linkedin.com/groups/13714397/
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @hruprising
Instagram: @hruprising
Facebook: @hruprising

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