Luckily I have been fully employed since the corona shutdown was lifted; some economic activity has returned, albeit certainly not to “Normal,” RIP.
Managers are rethinking every aspect of work that is humanly possible in order to survive: cost cutting, downsizing, choppy choppy and hacky-hacky, eliminating layers of management, redesigning work-space and dealing with health and safety regulations. The work domain is an absolute nightmare.
On the way home from north of Israel to home (Tel Aviv) last week after a day of work, I closed down my Audible book (on the life of Disraeli) and pondered how has OD challenged itself recently vis a vis its skill set, relevance, diagnostic techniques and methods of intervention, to adapt itself to survive. Whilst there is a lot of great stuff going on about telecommuting and trust building in a virtual environment , it is but a small component of the need for reinventing OD for the current environment.
In what ways does OD need to be re-invented? By the time I answered this question,I was already half-way home. The answer I gave myself (as I passed by Nazareth) was that we need to be faster, more short term focused, less non-directive and far more creative, shaking off values which hold us back from being relevant.
This is a tall order for a profession so enamored by its past, that it fails to introspect and acknowledge the relevance of some Oriental values (such as discretion) over Occidental values (authenticity) in global organizations.
I got home, went up to get my bathing suit which I had typically forgotten, and headed off to swim, just before the misguided Israeli government closed our pools, only to reopen them the next day.
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