In my previous very widely read post, I described the imperfect nature of the OD intervention. In that post, I explain that OD interventions cannot be perfect. Organizations themselves are very imperfect. Once the human race started organizing and we all became dependant on one another, there is severe anxiety built into the very essence of organizing, and all forms of organizations. This anxiety is not soluble nor does OD “deliver” solutions to this inherent anxiety.
The goal of this post is to link these imperfect OD interventions to what is happening to HR, which often commissions external OD interventions.
The positioning of HR organizations is in a state of drastic decline. HR domain has been cannibalized by IT technology, Legal Departments as well as by the declining perceived value of the resource that HR represents, i.e. people and their loyalty/satisfaction.
As a result of HR’s speedy and painful demise, the anxiety level of the remaining HR executives is sky high. Management and peers of HR constantly “question the value” of HR, as illustrated in the satiric HR Gloria blog. Like a third rate politician frightened by plummeting rating, HR becomes motivated by fear.
There is a still a group of HR managers, mainly (but not only) in their 40s +, who stand their ground and do an admirable job in this hostile environment. However there is also a younger set of HR managers , transactional technicians, who accept that the HR consists of sycophancy to the regime (obsequious flattery) and transactional efficiency. These HR technicians guard their position by “apparent effectiveness” and wow-wowing, i.e., organizational cheer leading.
At the meeting point between the imperfect world of OD interventions and the anxiety of transactional HR technicians, the perfect storm occurs.The OD practitioners can only commit to a process that questions the regime’s assumptions, and the HR technician deals with its own anxiety by wow wowing and cheer leading.
The result of the perfect storm is that the type of OD intervention which is chosen by HR is aligned with the fear level of HR and not the needs of the organization. The OD “vendor” must ensure that the intervention is fun, measure-able, and creates a wow buzz. Luckily for HR, there are many OD hacks who have morphed into doing this shit.
Just to provide a small example. Recently I received a call from the HR manager of a company which had recently been acquired. The call went like this, “Hi this is Dorit speaking. I am the HR manager of XXX, which has recently been purchased by YYY. Do you have an “engagement package” for technical staff. And how much does it cost?. I need this by 2 pm”.
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