A631.7.4.RB- Future of OD

As my time is coming to a conclusion with my first read of the Brown textbook, the final chapter sparks an interesting query concerning the future of Organizational Development (OD) whether it is a fad or a more “long-term contribution to management and organization theory” (p. 425). OD has been around for around sixty years and while it seems like that is enough time that it would no longer be considered the new kid on the block there are some that require convincing about its longevity. The very nature of OD is focused on planned change to improve and strengthen an organization’s ability to survive by changing its problem-solving and renewal processes (Brown, 2011). What makes the naysayers so convinced that OD would not be able to do this for itself?

In my opinion I believe OD is not a trend and will remain viable. As much as I would like to believe change will get bored with itself and eventually come to a standstill, which would certainly be a change in itself, it is an ongoing process set in continual motion. “OD is a growing, developing, and changing field of study.” (p. 424) I would find it highly unlikely that the interventions and strategies currently in practice will be around during the next decade, though. “Just as organizations are in a continuous state of change, so too OD is a continuing process” (p. 420) 

There is no mounting evidence that OD will fail to pull a Madonna act and vogue through the decades. Reinvention will be required. “The field of OD will likely always be in transition if it is to remain relevant” (p. 424) According to Brown OD has already developed and experimented with new ideas and approaches. I know personally that I have changed and will continue to push myself for the remainder of my life to keep growing.  I envision that I will keep learning (something, anything, or everything!) and craving the need to have creative outlets. Some of the things I enjoy now may change and that is okay. Moving on does not automatically label something left behind a fad. With this mentality, all things will change, including organizations. I imagine technology will have a tremendous role in that, but OD will, too. I predict that OD will not race to keep up with the evolution of business, but rather, be the force of development for the new technical and structural advancements.  “The organizations of the future will be different from today’s organization.” (p. 420) 

It will take practitioners that understand the classic principals in which OD was founded combined with the willingness to innovate and push beyond the known to breathe new life into the processes and validate them through empirical research. “While OD builds on its roots, it also discards old ideas and methods that are no longer relevant” (Brown, 2011, p. 425). 

Reference: 

Brown, D. R. (2011). An experiential approach to organization development (8th ed.). Boston: Prentice Hall.