Almost every aspect of organizational life has changed beyond recognition in the past decade.

• People who share neither values, culture or language work together. (new diversity)
• Global organizational politics is riddled with complex, survival site agendas. (new conflicts)
• People “message”/ email more than they talk, because teams are mainly virtual. (new communication)
• Management is all about task promotion and self-survival. Employees are far less engaged. (new values)
• The human resource is seen as dispensable. (new motivations)

What has changed in the way OD is practiced?

In my opinion, very little. OD is tap dancing and dithering on the stage, with lots of internal focus and debate about side issues as organization life is reconfigured.

This is happening because the gatekeepers of OD are holding back. As OD lost  ground,  OD guidelines became an orthodox religion.

• The OD power elite clings to its legacy knowledge because the OD power elite cares about its power more than about growing the next generation of relevant practitioners.
• Universities are detached from the real world.

This is why the battle for globalizing OD is an uphill run. The hill is steep and the wind is blowing in our face.

My advice to OD people who want to remain in shape and relevant is to learn about Global OD instead about how to market yesterday’s produce.