This session is from Zurich Life – James Sutherland (Interim Business Consultant) and Kirsty Knight (HR Business Consultant) – they’re going to be talking about embedding change through employee involvement and centrally organised initiatives. These two sound opposing positions so I’m intrigued to learn how they’ve made this work. I’m wondering if this is Polarity Thinking in play where it can’t be one or the other and success comes from balancing both.
Claire Thomas, Head of OD at Penguin Randomhouse
Claire became Head of OD when Penguin and Random House merged and was offered the challenge of bringing those two cultures together.
Claire felt it was, and still is, knitting fog. She’d been told it was about planning and making change happen but became much more emergent and evolutionary. She decided to stop looking outside for answers and chose to ask what the organisation needed from her.
First session is with Prof Julia Balogun, Associate Dean of Research at the School of Management in the Uni of Bath – wow that’s a long title!
This is a quick intro intended to inspire practitioners to consider alternative approaches to change and helping OD practitioners to drive their own capability. Whatever impact you want to have in the world, it starts with you.
I’m excited! On 29th September I’m taking a trip down to London for the CIPD OD Conference and what a day it looks like it’s going to be!
I’m not sure how long Org Development as a term’s been around. I first learnt about it from the imminently wise David D’Souza, back in 2013, when I found out that the job I’d been doing and known just as a change programme, was in fact OD! Who knew!!
I’ve been really enjoying having some space to blog recently and I’ve written for a couple of people I guest blog for.
This one for The HR Director magazine which is about how we can get stuck in our emotions and thoughts, and how we can move out of that place.
And this one (the one I mis-posted a draft of the other week!) for Bray and Bray Solicitors about the challenging world of workplace relationships, and shifting those from the playground to an adult world.
First, some context and disclaimer stuff: I’m a working mum, I’m definitely not an employment law expert so apologies to anyone reading this who is. If you’re reading my blog for the first time, this isn’t my normal kind of content and you can read the other stuff I write here. For the purposes of this post I’m sticking with the stereotypical perspective of women as the main carers of kids, and who want to work part time to fulfil both roles.
How often have you seen or heard this?
They’re just no good at their job, I keep having to pick up the slack? I haven’t got time to do my own work because they’re incapable of doing their’s. If only they could sort it out we’d all be better off. I don’t even know why they’re still here – they don’t contribute anything.
Tony Jackson has started a great experiment, inviting people to Tony’s Post in their life and to share that with #whatshapedme
It’s a way to bring real life conversations into the social media space, to get to know a lot more about each other in a fairly quick and easy way, like we would if we were colleagues working together in a joined physical space, and like we do sometimes with individuals and teams when developing them – sharing more of ourselves builds trust as people connect emotionally together by seeing we’re a flawed individual with interesting, unusual, familiar life stories, just like them.
A few weeks back I was feeling frustrated. I’m an independent person with a high achievement drive and these characteristics, which can be strengths, were holding me back – “I wish I could go to that event – but I can’t because I’ve been away quite alot recently and the kids need me here”….”I wish I could get half an hour to catch up on SoMe in the morning – but I can’t because I need to do breakfast and get the kids ready”…..”I wish I could exercise more – but I can’t because by the time I’ve got the kids to bed, had some tea, done some work or housework, there’s no time….” and so on.
Wow! What an amazing month April’s been for fabulous feelings and philosophies on feedback! 33 posts all together! Impressive stuff and a great wealth of insight has been created on a topic which is clearly an area of work that continues to need some attention so that we can improve.
Thank you to everyone who’s contributed. It’s only because of you that this curation is possible and able to benefit others with this same challenge.