Exploring different OD approaches for better impact · Jaimini Lakhani British Council. OD with...

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Exploring different OD approaches for better impact

Sharon Varney

Director

Space for

Learning Ltd &

Director

Henley Forum

Betony Kelly

Head of Behaviour

Change

Department for

Education

Jaimini Lakhani

Change Director

British Council

Rose Rolle-Rowan

OD Consultant

Oxfordshire

County Council

2© The Henley Forum 2018 #HenleyForum henley.ac.uk/henleyforum

T H E H E N L E Y F O R U MK N O W | L E A R N | A D A P T | I N N O V A T E

Exploring different OD approaches

for greater impact

Sharon Varney

space for learning ltd

• A framework for thinking about OD approaches – Sharon

• OD in action - real life stories – Jaimini, Rose, Betony

• Pulling it together - Sharon

• Questions?

• Discussion – getting the balance right

Where we’re heading today

3@DrSharonVarney [email protected]


A framework for thinking about OD approaches

Sharon Varneyspace for learning ltd

A timeline of OD


Diagnostic OD

Dialogic OD

Dynamic OD

TIME

1950s 2000s1980s

A useful framework for thinking about different OD approaches


Diagnostic OD

Dialogic OD Dynamic OD

• Data

• Change for

• By specialists

• Intervention

• Behavioural science

• Conversation

• Change with

• In partnership

• Conversation

• Positive psychology

• Action

• Change by

• Thru networks

• Activism

• Complexity science

Learning from

Change logic*

Who’s involved

Mechanism*

Theory

* Adapted from Professor Cliff Oswick, CASS at The Henley Forum 2017


Diagnostic ODTeam China

Jaimini LakhaniBritish Council

OD with Team China

CIPD Conference I October 18th 2018

Jaimini Lakhani, Change Director

British Council

British Council OD Approach

manage

change

UKs international organisation

for cultural relations and

educational opportunities

• 84 years – UK largest charity

• 194 offices in 110 countries

• Fragile and conflict areas

• 11k workforce – 90% overseas

• £1.2bn income last year

• 86% income self generated

• 758m people reached

• 75m direct interactions

London Mayor Sadiq Khan

Team China I A two year journey

7508% of global workforce

50% in Beijing

7% Senior Mgmt

15%of global income

96%from one business unit

£50mnew funds

Relationships

Legal Entities

Spotlight

Talent

What I know for sure

Why ‘Diagnostic’

• Disturbance process - starts at “Hello’

• Multisensory experience > data

• Experience guides the volume

• Calibrate the priorities

• Sequence a long term roadmap

• Transformation starts with Trust

Thank You


Dialogic ODCommunity Safety

Rose Rolle-RowanOxfordshire County Council

Dialogic OD

Case study presented by

Rose Rolle-Rowan, OD Consultant

14

Appreciative Inquiry

15

Positive topic

Discovery(the best of

what is)

Dream(envisaging

the possible)

Design(building the ideal)

Destiny(empower,

learn, adjust and

do)

Using Appreciative Inquiry in team coaching

• Setting the scene

–Recently formed senior leadership team

–Early stages of developing a new strategic framework

–Approach for this group

• Aims & outcomes

16

Guided questions we used

• Consider a time when you made a difference in your community

• Background, who was involved?

• What did you do, what was the impact?

• What processes/principles/behaviours helped?

• What got in the way/was frustrating?

• Learning for the future?

• Group analysis/sense making

17

Benefits and impact

• Open discussions across management tiers

• Shift in style of conversations

• Sense that future is built on the best of the past

• Influencing behaviours

– unpicking the “meetings culture”

– providing recognition for good work

– encouraging ongoing reflection

18


Dynamic ODA user-centric coalition

Betony KellyDepartment for Education

Betony Kelly

@betonykelly

Dynamic OD:

Embracing

chaos to

create

sustainable

change

We’re transforming DfE into a delivery

organisation where we can all be user-

centred, empowered, evidence-based

and focused on end-to-end delivery

From change champions…

The approach

Testing ideas and gathering input to feed back to the centre

A network of engaged, informed and motivated people

Amplifying central transformation messages and challenging resistance

The drawbacks

Perpetuates existing hierarchies

Unlikely to be the real influencers

Brought in late and with limited context

Used by the centre to validate their work

To a coalition

Move away from passive stakeholders to active participants

A clear shared purpose and identity

Positive deviants

Space and support to be creative and innovative

Reciprocity

Supported by adaptive leadership (not managed or done to)

Similar to diversity networks (Issue motivated, self-selected not nominated)

Avoid language that carriers a lot of baggage

Time limited

What we learnt

Do more

Spend time supporting and coaching a strong chair

Build and celebrate the community outside of meetings

Demonstrate impact and progress

Have a secretariat in place to make sure the basics are covered well

Do less

Agonising over the conflicting advice and personal investment

Pre-reading and preparation

Allowing fluidity of membership / deputies

Thanks!

Keep in touch

[email protected]

@betonykelly

Pulling it together

Sharon Varneyspace for learning ltd

• Good OD has a blend of all 3 approaches

• Without data... OD is ungrounded

(and potentially dangerous)

• Without dialogue... OD is imposed

• Without dynamism... OD is irrelevant

Pulling it together

27

What’s the right balance for your organisation?

@DrSharonVarney [email protected]

• DON’T just pick your favourite

approaches and apply them to

everything. It doesn’t work!

• DO focus on developing yourself

and advancing your OD practice in

all 3 areas...

• ...so you get the balance right

Advancing your OD Practice


The Henley Forum approach

to Advancing your OD Practice


Discussion

Finding the right balance

Table discussion: Finding the right balance

30

Diagnostic OD

Dialogic OD

Dynamic OD

o What kinds of OD approaches do you use?

o What do you need to dial up/down?

o What balance of OD approaches does your organisation need?

o What’s the balance like between diagnostic, dialogic& dynamic approaches?


Thank you everyone

Stay in touch:

[email protected]

@DrSharonVarney
mailto:[email protected]

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Exploring different OD approaches for better impact · Jaimini Lakhani British Council. OD with...

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