The Organization DevelopmentPractitioner
Much if the literature about OD practitioners views them as internaland external consultants providing professional services-diagnosingsystem, developing interventions, and helping to implement them. The term Organization Development Practitioner refers to at leastthree sets if people.1. Most obvious group of OD practitioners are those peoplespecializing in OD as a professional. They may be internal orexternal consultants who offer professional services toorganizations.2. The second set of people to whom the term OD practitionerapplies are those specializing in fields related to OD, such as rewardsystem, organization design and total quality and so on.3. The third set of people to whom the term applies is t heincreasing number of managers and administrators who havegained competence in OD and who apply it to their own work area.But in fact, in practice, the distinctions among the three sets of ODpractitioners are blurring.
Competences of an Effective OrganizationDevelopment Practitioner
The literature about OD competencies reveals a mixture of personality
eveals a mixture of personality traits, experiences,knowledge, and skills presumed to lead to effective practice. Two projects currently seek to define, categorize, and prioritize theskills and knowledge required of OD practitioners.1. In the first effort, a broad and growing list of well-knownpractitioners and researchers are asked to review and update a listof professional practice.2. The second project, sponsored by the Organization Developmentand Change Division of the Academy of Management, seek todevelop a list of competencies to guide curriculum development in