How can you use OD interventions to improve leadership effectiveness?

I think two of the most important disciplines of the OD is practice is about the diagnosis and evaluation. Many consultants would jump right in to design and delivery. But the OD cycle includes a diagnosis phase where we clearly identify and align to the organization's real (strategic) needs so interventions could be designed with these needs in mind. This diagnostic phase ensures that expectations between the client and the consultant are clear. No OD intervention is perfect, thus, another process that is important is the evaluation so that it could influence any iteration of the intervention design. This "full cycle" is what differentiates a strategically designed intervention versus a "canned" leadership development approach.

It has been my experience that OD interventions are truly successful when the consultant- client relationship is solid. One must gain trust and build rapport upon entry. This critical step allows for open, honest yet direct communication that doesn’t waste time. Another aspect that will prove positive results is a curiosity mindset. I use an appreciative approach that builds on strengths and allow gaps to appear in time. Understanding what the focus and outcome look like allows the journey to be one of development and growth mindset. When you build a relationship based on trust, a foundation is secure for ongoing learning and collaboration.

In my experience, best OD intervention holds up a mirror to the organization and leaves all stronger for having engaged. Keep in mind, as Peter Block has said, the presenting issue is rarely the real issue. So delve deeply, directly observe behaviors and validate feelings. For example, a leader defines the problem as a “personality clash”, yet the underlying causes are unclear roles, areas of authority and conflicting priorities. Ultimately, design interventions to “meet the group where they are”. Create a sense of personal safety to help move a group along the continuum The leader who begins to understand the process and not only allows but encourages it to unfold will benefit from a stronger, healthier and more effective work group.

A great way to get started on this long term path of OD integration is to start at the top. OD can best serve all when it is part of the culture and fabric of a leader and the entire team of an organization. Unfortunately too many organizations look at this as a “fixit” tool only! Leadership is about influencing others over a longer time horizon to create value for the strategic objectives. With this as a background, Followers will not always be on board with the objectives because they do NOT have Trust and Respect for the leader. OD is a great tool to analyze and understand the Trust and Respect scenario and also a path to build it further. Definitely worth the investment first!

I agree wholeheartedly!

I believe OD is essential in any culture building environment- especially leadership. Leaders set the stage for the culture and with the support of an OD consultant can create a path of trust and accountability for the organization. OD provides a lens that provides a systems approach, sharing a wide range of opportunities and invites possibilities based on outcomes and measures. Leaders who are open to adaptive learning approaches and strategies can create innovative and effective workspaces that leverage strengths and capabilities for sustainable results.