Understanding the Real Work Expectations for an OD Professional in the Workplace: Can You Help?

Practical Work Expectations of an OD Person at a Workplace

What are the practical work expectations of an OD person at a workplace? Please guide me.

Specifically, I am considering the roles of an OD specialist. In what areas is he/she influential in an organization? What exactly is his/her contribution to an organization as far as the responsibility is concerned?

An Organization Development Consultant helps develop the company to effectively cope with changes and manage them efficiently.

Role:
- Identifies complex issues.
- Determines areas of trouble.
- Minimizes disruption to ensure the least disturbance to the system.
- Implements changes within the organization and ensures they are accepted by employees for their welfare.

Responsibilities:
- Intervenes in situations and describes problems within the company to resolve them.
- Advises employers in the best possible way for day-to-day business growth.
- Encourages employees to be part of the change process.

Regards.

Thank you so much for this; it's useful. May I inquire if you have practical experience with a situation where one or two roles were handled, such as how a troubled area was determined? (approach)

Dear Faith001, it depends on the size of the organization you have in mind. In a medium to large organization, the organizational structure itself may require modification for effective functioning. However, people often dislike any introduced changes. Therefore, any required change must be planned carefully, ensuring all involved parties are convinced before the changes are implemented.

Over time, job responsibilities of individuals tend to become blurred, especially when roles are not properly streamlined. An OD specialist will study the operations of the entire unit, redefining job descriptions as needed to fit the relevant individuals.

These examples illustrate the process. However, it is essential to have full faith in the OD specialist 

Please let me know if you need any further assistance.

Best regards

Areas that fall within their role also include organizational culture issues (values, culture, change, norms, etc.).

The OD person (from within or from outside the organization) facilitates implementing culture change initiatives, looks at and facilitates problem-solving, growth, development, etc.

Regards,
Mariam

So basically, the OD person is a diagnoser in many respects and then supports the finding of a solution and the implementation process.

I second Ms. Mariam Shebaya. Change management doesn't happen as planned because there are many hurdles to overcome. OD Starts with Employee Development

Employee psychology needs to be understood, followed by submitting a solution deemed fit for both the employee and the organization. Management support is a must, and management must be cooperative to incorporate change management as it is a top-down/bottom-up approach.

With profound regards.

I sincerely endorse the suggestions given by the HRCiteans. Specifically, the OD officials endeavor to move towards the promotion of the organizational activities in general and to ensure the derivation of the organizational goals, objectives, concepts, and trends. It is the key role of the OD person to look into all aspects of the organizational needs, requirements, and commitments, as well as organizational developments in terms of the specific norms and standards prescribed by the organization to be in conformity with the organizational objectives, policies, and practices.

Regards,
Suri Babu Komakula