Readers of this blog know that the stubborn author keeps harping on the need to adapt Organization Development to the complexities of global organizations.
Presently, I am working on a book ten exercises which will expand the capabilities of the OD practitioner to be effective not only in a parochial western organization, but also in global organizations.
Writing a book is not writing blog, and I keep forcing myself to focus on “what are the key messages that I want to make “, so as not to drive my readers crazy, like my satirical character Comrade Carl Marks.
By asking that question of myself day after day in the course of writing my book, I seemed to have also arrived at the major points I want to make in all the posts in this entire blog. So here they are:
While the tenets of OD are applicable to western organizations, their application to global organizations are ill appropriate. 3 major religious tents of OD need to be avoided, in alignment with cultural humility
- Avoid unpleasant interactions stemming from the authentic and open “management” of conflict. Deal with conflict discretely, quietly and try to work around it.
- Avoid “open and authentic” feedback, when the feedback is seen as damaging cohesion and diminishing face. Use non verbal clues and back-door obtuse communication.
- Avoid use of semi-structured meetings with free flowing communication when this will embarrass people who prefer to express discretely matters of importance . Prefer one on one, face to face, more structured communication.
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