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Checklist - Building 21st Century OD Capacity


Raise awareness with senior managers of what OD is -how it contributes to delivery of the vision and priorities.


Conduct your gap analysis - involve managers and employees in environmental scanning, diagnosing organisational health and performance, developing the key themes of your strategy and change initiatives. Aim to treat the whole system and think through how you will embed initiatives down and across the organisation. Choose the right bundles of practice and maximise cumulative effect.


Think through resource implications- if your team will be picking up a range of corporate strategic projects you may need additional posts on the structure. Where possible build capacity and promote corporate thinking by involving managers and employees in delivering the projects.


Set up a high level Steering Group comprising Group Directors, some Directors and Heads of Service. Consult on proposals at the outset to ensure relevance. Ask the group to help you identify priorities, manage risk, champion communications and initiatives, and give you support when tackling unwritten rules and assumptions. Select members carefully - identify those with power in influence to help you get things done and ensure each Group/Directorate are represented.


Have joint theme leads responsible for each Theme within your action plan. This will maximise synergy and corporate working. Team people up to ensure a focus on the softer as well as harder sides of change.


OD needs to be twinned with Strategy- your aim should be to get the organisation to the point where it says what outcomes do we need- what OD interventions do we need? OD need to be represented on key Steering Groups.


OD's loyalty needs to be to the organisation as a whole rather than a particular service. The function needs to be able to take an independent objective view. Integrating OD with other functions can compromise its ability to deliver. Work to influence structure change if this is an issue.


Identify and address the development needs of your team according to priorities (for example if top priority is for you to help groups identify efficiencies train your team in lean, process mapping, service design innovation and improvement first).


A balanced team with skills in leadership management ,learning and development, culture change, behavioural sciences, occupational psychology, finance, IT systems processes, project management and facilitation works well. Ensure team members understand the concept of “Use of Self”, that they are the intervention. Developing skills in this area is key.


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People and Organisational Improvement Strategy


Delivering results through people

Checklist - Building 21st Century OD Capacity ✔ Actioned Raise awareness with senior managers of what

Checklist continued ...


Focus on results from the outset. Ensure each project has a scoping document outlining measures of success anticipated outputs, outcomes. Report progress and impact in to the Steering Group using evaluation techniques and OD metrics. Ensure good project and programme management skills exist within the OD Team or build this capacity as a priority.


Visit management teams, explain what OD is, the role of your team, how it is changing and promote the Strategy. Manage expectations carefully, walk before you run.


Ensure there are clear links between the various networks and your Steering Group and sequence meetings to ensure consultation and feedback.


Identify the low hanging fruit- deliver some quick wins corporately first and within each Group to demonstrate you can deliver. Make sure deadlines on corporate strategic projects are long enough to allow you to deliver consultancy projects at the same time. Your customers will value this highly.


Work to build trust over time. Show you can deliver on non-contentious issues first and gradually seek permission to go into no-go zones.


Once your team are ready identify an OD contact for each Group to provide on-going support. Rotate team members over time.


Ask your OD contacts to work with and identified group contact to produce OD plans linked to service plans.


Aim to develop a learning organisation and actively build capacity within your own team. Create time in team meetings for them to share ideas on projects, talk about what they have they have found easy or difficult. Throw down team challenges-involve them in your own work. Get people “in the flow”.


Build OD capacity in your organisation through change champions and through the various networks.


Work with your OD partnership to promote OD regionally and nationally and share best practice in your area.


People and Organisational Improvement Strategy


Delivering results through people

Checklist continued ... ✔ Actioned Focus on results from the outset. Ensure each project has a