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Quality & Equality
United Kingdom
Registrace 7. 04. 2020
Quality and Equality aim to provide different types of resources to OD/HR practitioners to support their continuous development by staying up-to-date as well as be reminded of the core classic works that define the integrity of the Organisation Development field. We provide platform for practitioners to share knowledge and insights while Q&E will make available accessible material for OD practitioners to adopt and use in their work within organisation.
Introduction to OD Competence App by Dr. Mee-Yan Cheung-Judge
Introduction to OD Competence App by Dr. Mee-Yan Cheung-Judge
zhlédnutí: 2 035
Video
Sources of Power - with Dr. John J. Scherer
zhlédnutí 2,6KPřed 3 lety
This is the 44th video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we are joined by Dr John J. Scherer, SLC Founder & President of Schere Leadership Center. John is an experienced and talented leadership and organization development expert, working wih organizations all over the world on their change initiatives. He is the creator of hundreds of ...
How to Start the Inclusion Conversation: A Conversation with Ola Lagunju
zhlédnutí 1,6KPřed 3 lety
This is the 43rd video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we are once again joined by Ola Lagunju, a talented and incredibly insightful facilitator, consultant, speaker and social scientist, and specialist in human culture change, inclusion and inquiry. Ola discovered the power of systemic thinking and conversation during her 20 years in...
Professional Joy: A Conversation with Steven Cady
zhlédnutí 567Před 3 lety
This is the 42nd video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we are joined by Steve Cady, who is the Professor of Management serving as the founding Director of the Doctoral Program in Organization Development and Change at Bowling Green State University. He is an author, speaker, and consultant on topics of collaborative change, motivation...
The Meeting Canoe: A Conversation with Dick and Emily Axelrod
zhlédnutí 1,7KPřed 3 lety
This is the 41st video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we are once again joined by Dick and Emily Axelrod, pioneers of the use of employee involvement to effect large-scale organizational change. Their book, Terms of Engagement, is one of the most significant books in helping organisation leaders understand how to help people to make ...
Pandemic Response - Impact on Organization Design: A Conversation with Naomi Stanford
zhlédnutí 1,1KPřed 3 lety
This is the 40th video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we are once again joined by Dr Naomi Stanford, a brilliant organization design practitioner with deep experience, a wonderful teacher, and an author. Dr. Stanford has been an employee of large multinational companies, including Price Waterhouse, British Airways, Marks & Spencer, a...
Polarity Thinking - Part 3 & Part 4: A Conversation with Barry Johnson
zhlédnutí 6KPřed 3 lety
This is the 39th video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we are joined by Barry Johnson, the profound thinker and creator of the Polarity Map and its principles Barry has worked with business and industry, government; education; and not-for-profit organizations around the world - some of which he discusses in our video. Barry recently p...
Polarity Thinking - Part 1 & Part 2: A Conversation with Barry Johnson
zhlédnutí 21KPřed 3 lety
This is the 38th video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we are joined by Barry Johnson, the profound thinker and creator of the Polarity Map and its principles Barry has worked with business and industry, government; education; and not-for-profit organizations around the world - some of which he discusses in our video. Barry recently p...
Relevance, History, & Strategies for Effectiveness with Groups: A Conversation with Mary Ann Rainey
zhlédnutí 1,1KPřed 3 lety
This is the 37th video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we are joined by Mary Ann Rainey, an international organization development consultant with a global client base who leverages holistic perspectives to improve organizational and leadership effectiveness. Her leadership experience includes Vice City Manager and corporate Vice Pres...
What is Organizational Agility: A Conversation with Chris Worley
zhlédnutí 3,8KPřed 3 lety
This is the 36th video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we are joined by Chris Worley, the research professor of management at Pepperdine University’s business school. Prior to his current positions, he was a Professor of Strategy at the NEOMA Business School in France and Director of the Master of Science in Organization (MSOD) progra...
Understanding and Transforming Human Systems - The Role of Power and Love: With Barry Oshry
zhlédnutí 2,2KPřed 3 lety
This is the 35th video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we are once again joined by Barry Oshry, a distinguished educator/scholar/practitioner and a pioneer in the field of human systems thinking. Barry’s mission is to create robust human systems - systems of Power and Love. His research, writing and teaching have focused on the identi...
Use of Self - A Practical, Embodied Approach: A Conversation with Teressa Moore Griffin
zhlédnutí 985Před 3 lety
This is the 34th video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we are joined by Teressa Moore Griffin, an international organization development consultant, executive coach, radio personality, online thought leader and speaker. Ms. Moore Griffin is also the author of LIES That Limit: Uncover the Truth Of Who You Really Are. Teressa’s career s...
Covert Processes - The Hidden Dynamics of Organizational Change: A Conversation with Bob Marshak
zhlédnutí 2,5KPřed 3 lety
This is the 33rd produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we hear from Bob Marshak, one of the leading contemporary thinkers about organizational consulting and change, a Distinguished Scholar in Residence for OD Programs at American University, and is currently Co-Director of the Bushe-Marshak Institute for Dialogic Organization Development. ...
The Burke-Litwin Model: A Conversation with Warner Burke
zhlédnutí 8KPřed 3 lety
This is the 32nd video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. This is another rare occasion for us to hear from one of the giants in the field of OD. Warner Burke is the author of the famous “Burke-Litwin” change model, which is one of the most frequently used frameworks in our practice. Professor Burke is a pioneer contributor to the field of organizatio...
Making a Difference with your Online Presence: A Conversation with Sheena Cartwright
zhlédnutí 510Před 3 lety
This is the 31st video produced in the ‘Just in Case…’ mini-series sponsored by Quality and Equality. In this video we are joined by Sheena Cartwright, an experienced Organisation Development Consultant and Change leader with 30 years’ experience of working in and with blue chip organisations. In her corporate career she worked for The John Lewis Partnership, Mars Inc, Coca-Cola Enterprises, Vo...
Organization Design 101: A Conversation with Naomi Stanford
zhlédnutí 6KPřed 3 lety
Organization Design 101: A Conversation with Naomi Stanford
The Relationship between Evaluation, Equity, and Sustainability: A Conversation with Michael Patton
zhlédnutí 2KPřed 3 lety
The Relationship between Evaluation, Equity, and Sustainability: A Conversation with Michael Patton
Large Scale Interventions: A Conversation with Julie Beedon
zhlédnutí 1KPřed 3 lety
Large Scale Interventions: A Conversation with Julie Beedon
Leading Organisations through Protracted Crises: A Conversation with Penny Lawrence
zhlédnutí 518Před 3 lety
Leading Organisations through Protracted Crises: A Conversation with Penny Lawrence
Living, Leading & Facilitating in Grey Zone Change: A Conversation with Yabome Gilpin-Jackson
zhlédnutí 1,4KPřed 3 lety
Living, Leading & Facilitating in Grey Zone Change: A Conversation with Yabome Gilpin-Jackson
Women and Work - New Rules: A Conversation with Anne Litwin
zhlédnutí 491Před 3 lety
Women and Work - New Rules: A Conversation with Anne Litwin
The Niche and Purpose of Developmental Evaluation: A Conversation with Michael Patton
zhlédnutí 3,9KPřed 3 lety
The Niche and Purpose of Developmental Evaluation: A Conversation with Michael Patton
Moving from Definitions to Action in OD: A Conversation with Chris Worley
zhlédnutí 10KPřed 4 lety
Moving from Definitions to Action in OD: A Conversation with Chris Worley
The Conference Model®: A Collaborative Human Experience: A Conversation with Dick and Emily Axelrod
zhlédnutí 697Před 4 lety
The Conference Model®: A Collaborative Human Experience: A Conversation with Dick and Emily Axelrod
Listening with the Intent to Change the World: A Conversation with Cathy Royal
zhlédnutí 1KPřed 4 lety
Listening with the Intent to Change the World: A Conversation with Cathy Royal
What Lies Beneath - A Human Systems Perspective: A Conversation with Barry Oshry
zhlédnutí 3,1KPřed 4 lety
What Lies Beneath - A Human Systems Perspective: A Conversation with Barry Oshry
Leadership Development in Organization Development: A Conversation with John Scherer
zhlédnutí 9KPřed 4 lety
Leadership Development in Organization Development: A Conversation with John Scherer
The Role of Spirituality in Organizations: A Conversation with Roger Heuser
zhlédnutí 3,2KPřed 4 lety
The Role of Spirituality in Organizations: A Conversation with Roger Heuser
Ending Isolation: Now, How Do You Feel?: A Conversation with Peter Block and Mary Ann Rainey
zhlédnutí 1KPřed 4 lety
Ending Isolation: Now, How Do You Feel?: A Conversation with Peter Block and Mary Ann Rainey
The Future: A Conversation with Glenda Eoyang
zhlédnutí 781Před 4 lety
The Future: A Conversation with Glenda Eoyang
AI is described as a big hype. However, based on my experience, it is an incomplete tool and approach if it is not integrated with other related concepts and approaches. i worked on this approach for years. I have led dozens of workshops. I started reading on AI from 1998. I then trained myself with management experts including Dr. David Dooperrider. Provided it is mixed up with other approaches, it can create magic. However, to keep the momentum, it takes a lot of effort. You can not keep the group or the consituents motivated with some tools of AI. I am ready to have conversation with anyone who may be interested to share experiences.
Encouraging people to be has fragile and vulnerable as possible. The messaging is all about appealing to peoples weakest selves so that this group and others can take advantage of them
One of the finest products of the intellect, comparable to rationalistic humanism. 'Or' mentality has motivated revolutions by the disadvantaged; 'And' mentality initiated by the privileged can initiate transformation. 'And' thinking is rationalization of 'Love', which is rooted in spirituality rather than rationality.
24:10 Primary role of an OD Consultant...."What the hell is going on there:" is called Diagnosis! So true!
23:50 The Coaches work for Change Management Consultants for "Facilitating" Change , using coaching process!
17:15 Open System Theory
15:10 Keyword that defines Change management is "Facilitation", while OD is "Development"!
🎯 Key Takeaways for quick navigation: 00:09 🌐 *Introduction to the Video and Speaker Acknowledgment* - Introduction to the just-in-case mini-series by Quality and Equality. - Acknowledgment of Professor Warner Burke's contribution to organization development. - Mention of Warner Burke's influence on the speaker's practice. 03:52 🗣️ *Warner Burke's Appreciation and Topic Introduction* - Appreciation for Warner Burke's dedication to OD over 50 years. - Warner Burke's ability to stay updated with literature and research. - Introduction to the main topic: "Change Management is not Organization Development." 04:07 🤔 *Anger and Disassociation from OD in Change Management* - Warner Burke's reference to the movie "Network" expressing frustration. - Observation on the disassociation of change management from OD. - Mention of consulting firms favoring "change management" over "organization development." 06:33 📊 *Part 1: Comparison - Value System* - Change Management focuses on building and expanding the consulting firm's business. - OD emphasizes development, social justice, participation, openness, honesty, and psychological safety. - OD aims to strengthen beliefs and values for both consultants and client organizations. 10:52 📚 *Part 1: Comparison - Theory* - Change Management is described as a-theoretical, primarily relying on facilitation. - OD is grounded in theories such as open system theory, Lewin's contributions, and motivational theory (Maslow). - OD consultants are clear about the theoretical foundations guiding their work. 22:26 🛠️ *Part 1: Comparison - Primary Skill* - Change Management primary skills include facilitation, coaching, and often taking over client meetings. - Coaching certification is common among Change Management consultants. - Emphasis on Change Management skills not necessarily leading to significant organizational change. 24:13 🧭 *Change Leadership in OD* - Change leadership based on system thinking and clear goals is a primary skill of an OD consultant. - Diagnosis, collaboration, process consultation, coaching, and effective communication are key skills. - Emphasis on educating the client and giving away knowledge to empower them in the change process. 27:10 🔄 *Intervention Modes in Change Management* - Change management consultants work alongside client managers, providing an extra pair of hands. - Use of questionnaires to gather data, but focus on business outcomes rather than individual development. - Interventions may help individuals but may not contribute significantly to organizational change. 29:23 📊 *Lewin's Three-Step Model in Organization Development* - Lewin's three-step model involves diagnosing, unfreezing, and changing, emphasizing small steps. - Diagnosing focuses on understanding forces for and against change. - Action research involves small, experimental changes with immediate data collection. 31:34 🔄 *Change Model for Change Management Consultants* - Change management consultants facilitate decisions made by top management. - Clients often hire change management experts to handle challenging changes, keeping executives removed. - Change management consultants are tasked with facilitating change rather than leading or participating. 38:11 🔍 *Evidence-Based Ten-Step Change Model* - The ten-step change model: get facts, assess organization readiness, implement evidence-based interventions, develop change leadership, communicate change vision, work with social networks, use enabling practices, promote experimentation, assess progress, institutionalize change. - Emphasis on evidence-based interventions and a holistic approach to change. - Challenges the notion of starting change with a vision; vision comes after groundwork. 42:28 🌐 *Change Activities: OD vs. Change Management* - Change management consultants focus on activities to keep employees busy without a clear organization change objective. - OD consultants define change activities within the broader ten-step model, aiming for systemic change. - Activities include large group interventions, organizational diagnosis, and skills development. 44:54 ⏩ *Sustainment of Change: Different Objectives* - Change management sustainment objective is to expand business for the consulting firm. - OD consultant sustainment involves addressing deviations, constant assessment, and celebrating successes. - Change management consultants aim for business growth, while OD consultants prioritize effective organizational change. 47:18 🔄 *OD's Rich Understanding vs. Change Management* - Organization Development (OD) has a rich theoretical understanding and clear values, guiding its work. - Change Management lacks a comparable theoretical foundation and clear values. - Emphasis on the misnomer of the title "Change Management." 48:34 🌐 *Truth and Leadership* - The importance of truth in leadership, especially during complex times like a pandemic. - Leaders like Andrew Cuomo, who openly shared data during the pandemic, were appreciated for their honesty. - The need for leaders to speak truth to both power and followers, emphasizing the role of OD practitioners in coaching leaders for truthful communication. 51:18 🌐 *Impact of the Internet on OD* - The significant impact of the internet on how OD practitioners operate, especially with the rise of virtual work. - Challenges in reading non-verbal cues in virtual settings, affecting the traditional OD reliance on non-verbal behavior. - Suggestions to cope with limitations, such as using quick surveys and relying on breakout sessions in virtual meetings. 54:40 🌐 *Essential vs. Non-essential and Social Needs* - Reflections on the pandemic prompting a distinction between essential and non-essential aspects of life. - Recognition of essential workers through traditions like applauding them daily in New York City. - Consideration of heightened social needs, like the importance of physical gestures like hugs, prompting personal reflection. 57:13 🌐 *Importance of Group Dynamics in OD* - Emphasis on OD practitioners often working with groups, small and large, rather than just individual clients. - Clarification on what constitutes a team, focusing on common goals, roles, agreed-upon processes, and interpersonal relations. - Differentiation between virtual groups and teams, highlighting the need for new tools like social network analysis for virtual settings. 01:02:16 🌐 *Group Size and Dunbar's Number* - Discussion on the importance of group size, introducing Dunbar's research on social channel capacity and the "magic number" of 150. - The idea of breaking organizational units into smaller groups when exceeding this number. - The need for OD professionals to stay knowledgeable about large group interventions and their impact on organizational dynamics. 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Hello mercy Mr. Thnk you for the content you offer I have a question, can you help me with references for organizational agility and quality of tourism services?
Thank you very much, first time I learnt about this awesome concept and it's impact.🎉
Thank you so much Dr. Burke for this enriching knowledge. I am now more confident about this model and how to interpret and use it. Please do confirm on how to get a copy of the survey of this model.
Thank you, very helpful !
So appreciate this presentation. I’m a LSS MBB and we also have been using AI in my industry.
Never had a way to put this into words a young lad but I feel like I understood these concepts. Thanks for the interesting video and putting into words what I couldn't.
This is so Kung Fu!
what are the four forms of organisational agility ????
Aliya, if you're thinking of the 4 routines, the section at 18-20 minutes shows the 4 routines and the design elements to consider. I really liked the slide at the 19 minute mark, that explains what to consider as you design and re-design.
Is this something that you're kids could have
An interesting and informative lecture. Thank you
Watching this today, I find myself feeling so sad. . . Bless your huge heart, Mee Yan. We miss you terribly. . .
This is unfortunate - I was so looking forward to listening to Dr. Burke thoughtfully distinguish between organizational change management and organizational development. It is the first opportunity I've had to listen to this pioneer in the field of OD, and someone whose Burke-Litwin model was my introduction to understanding the complexity - and power - of effectively navigating a changing organization. But I cannot finish, at least for now. This broad-brush condemnation of change management is unnecessary and, frankly, rooted in a very limited understanding of how change management is practiced these days. I'll try to come back to this at some point because I still would like to learn what I can from him. But here's what I'll say - as someone who started out practicing organizational change management in one of the large consultancies Dr. Burke mentioned, I can understand why he might be bitter about the turn that consulting firms have taken in how they guide clients to practice change management without the behavioral sciences- or humanistic-foundations that have defined the field of OD. It is - as practiced by many of those large consultancies - more like executing change management actions versus taking a systems approach to diagnosing and intervening to help develop the capacity and effectiveness of the organization as a system. However, those same consultancies started out decades ago with professionals who had deep respect for the roots of OD and its role in helping organizations evolve effectively and stay vital and were successful in spreading that knowledge and wisdom to those of us who were just learning. Further, not all organizational change management practitioners today are in consultancies. Many of the brightest minds have either gone off on their own or, more likely, joined corporations as OD and/or OCM practitioners, where they are valued for the solid grounding in OD that they bring to their teams. Going back to my agreement that there is an over-simplification of organizational change management as practiced by some of the largest consultancies, we should be fair and include outfits like Prosci, who I see as also responsible for popularizing a transactional, execution-focused approach (vs. inquisitive, diagnostic and developmental approach) to managing change. Nevertheless, there are practitioners (like me) who work everyday to broaden the perspectives of junior practitioners - who may only be versed in the less sophisticated models of change management. In every field, there will be profit-driven motives for commercializing valuable approaches; OD is not the only victim in this regard. To ignore the organizational change practitioners who hold true to the core of what we know to be in the best interest of organizational health and vitality is to be narrow-minded.
Well it is taken in the same breathe now. I would say cm is a subset of OD. Managing change is integral as it involves human, od looks into systemic layers .
What Prof. Warner says, "Change management consultants are tasked with facilitating change rather than leading or participating"! From what I hear Prof. Warner talk, OD and Change management are associated practices and CM follows from OD as a facilitation hand! That doesn't mean OD and CM are the same! Selling cars is not manufacturing it or designing it or servicing it! They are all associated but not the same! To me, they all are complete and monolithic practices of their own kind!
It is interesting to see such a video getting only 3000 views in 2 years. My experience is the majority of business executives have one interest: money. Companies focus on design when they are in trouble. When they are in serious trouble, they go to banks and not consultants. A few executives believe in the power of design and innovation to turn around organizations. Indeed, organizational change is soooooo difficult. Like changing people.
RIP...
Dr. William Rothwell of Penn State would be fantastic for this series!
This is one edge adding value to management skills
Dear Dr. Cheung-Judge and Professor Burke, thank you for sharing this video, the content is wonderful, informative and most useful. Such a well spent hour, this content is fundamental for any practitioner to understand OD practice. Thank you.
Really good video. Thanks for sharing!
Thanks for the insights.
Great explanation. Simple and easy to understand
Really well explained the difference between Organization Development and Change management, How the pandemic has impacted the collection of non verbal data
These lectures are so helpful! We read about these authors and never imagined hearing their lectures out loud. Love this entire series!
I bought your recent book, and I can now understand your design philosophy after reading it. The five design principles are so insightful. Thanks for the insights.
excellent explanation sir
Waoooooo great
What a great presentation! Thanks for sharing. Remarkable info from Dr. Burke, and your material in the description!
would these rules apply to OD in the united kingdom?
One video like a whole book. Great job!
Thank you - so inspiring and instructive!
Congratulations David, this is a brilliant and clear explanation of how Appreciative inquiry can help all of us living the crisis on a more generative way.
Thank you so much! I wonder if people continue to ask because they haven’t found a definition that resonates for them yet. This should help immensely!
Thank you for this opportunity to learn directly from Barry. Priceless.
Great 👍OD education is evolving in Africa
When you develop this app will it be based on the Use of Self work you and Dr Jamieson have been doing? Thank you.
Dr. Judge how do i download the app?
Sounds super useful. How exciting! Where can we find this? I can't see it on your website or twitter
I have the highest evaluations in Washington DC regarding large group work Now we will work with one of Kathie’s key people Dr Jones We start in Chicao We are in Illinois Government budget at a 3 million clip No need to write proposals Then the plan is to go nationwide Join us !!!!!!
Love all of what Dr Judge is doing
How do I download
Couldn’t find the name of the app to download it. Did I miss something?
Dr. Mee I heard you mention an App, are you developing an app to help assess OD competency?