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Dear Aung Ko Ko,

Glad to know that you learned something from your mistakes. Its common and we all learn't from our mistakes. No need to get panic. Just relax. I am things will be fine as you start doing something better than nothing. You can swim through MURKY WATERS. As long as you work collaboratively while coordinating with your superiors.I am sure neither you will be blamed nor held responsible to roll out relevant OD PLAN aiming to bring reforms supporting OD. Do not forget to communicate effectively and strictly avoid assumptions. Please do feel free to share your views with your superios. It is their responsibility to guide a new joinee.

To start with, take up ONE TASK(which you may understand better and have little exposure) and start analysing your organisation's current status. Prepare a REPORT and this will help you to DEFINE what need to be improved further. This process is similar to LEAN SIX SIGMA.You need to interact with your superios and seek their inputs/guidance because OD INTERVENTION IS NOT A ONCE MAN SHOW.

Its you guys(team) who can truly bring relevant changes in your organsation as you are the team involved in all those policies framed by your management. I am sure it will take time as you start ammending changes in your policies supporting OD process.

At the end of the day, whatsoever plan you may define, the improvent must refelct at 1. ORGANISATION LEVEL 2. DEPARTMENT LEVEL 3. EMPLOYEE LEVEL else your organisation's progress level will be IMBALANCED.

With profound regards

Good Luck

From India, Chennai
Dear Seniors,
Allow me to update you all regarding what's horribly wrong. I tried requesting guidance and support in terms of reference material several times but my Senior Manager is literally applying all evasive maneuvers to give me both for the assignment while he's been preaching all the time about understanding. It's time I evaluated how concrete or volatile "understanding" can be. I'm requesting 1)succinct guidance and 2)references required to carry out my assignment in writing, keeping a copy of that requisition report in hand. That will stifle relations (if there's any at all), of course but what should I do other than that?
Aung Ko Ko

From Singapore
Did you ever try to do whatever i had requested you to do in my recent post? Without evaluating your current organisation's status/modus operandi, you will never able to define whats needs to further developed.

Why don't you start with HR Department and submit your views first. Just put it in writing whatever you understood. As there is no specific format to support this process. Let Senior officials/Management decide. Remember, this will cost to the company, therefore they must arrive at the tentative figures.

Incase if you guys can't do it or if you are not able to figure out what need to be done, if you can afford to hire an experienced OD SPECIALIST, go ahead and get it done. Why are you inviting stress? Most of the organisations end up in losing more money whenever they tried to save little. This is the bitter fact.

Last but not the least. You need to be assertive and must update your senior "what you know and what you don't". It is their responsibility to Assess your skills, knowledge and develop a plan stating what exactly you need to do, implement it and provide you feedback.

With profound regards

From India, Chennai

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