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5 powerful OD interventions

The five most powerful OD interventions are as follows:

• Large Scale Interactive process.
• Role analysis for enhancing performance.
• Team Building intervention
• Appreciative inquiry.
• Mentoring

The aforementioned OD interventions need to be integral part of the annual Organization Development action plan for most organizations.

My book on innovation published by Vitasta Publications.A high point.

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Strategic Choice

Strategic choice is  a key skill in strategy formulation.Without this skill,the strategy formulated in not optimal.
A decision making tool for ,"Strategic Choice" consists of a matrix of the parameters of,"Effort" and,"Impact".These parameters can be utilized to choose among the strategic alternatives.
The top priority has to go ,"Low effort & high impact alternatives".

Interconnection between leadership and innovation

Leadership Comptency:

The general perception is that leadership and innovation are different competencies.
However,in a leadership diagnosis of a senior leader which did recently has resulted in the inference that an effective leader has to have innovation competence.

Without innovation,the leader would not succeed in evolving the organization to a new level of effectiveness.Hence,transformative leadership without
innovation is not possible.

Importance of Review Sessions

The general format of workshops is that they are stand alone sessions of 2/3 days duration.Thus after a high of the workshop,the participants start going through the low of real life limitations.This can lead to frustration and a disconnect with training.
Hence,it is critically important that after the completion of a workshop,after the lapse of some time for application,a follow up review session is held.This enables the sharing of application learning and the resolution of application issues thereby making the learning relevant,meaningful and contextual.
Thus the recommended format for workshops is two days workshop followed by a half day review session.

Talent identification and performance planning

Just finished a workshop on,"Talent identification and performance planning".An insight that dawned on me is that talent identification needs to be a part of performance appraisal.Talent is gold for any leader.
It however is a blindspot for HR departments and organizational leaders.