I love my job as an organisational development specialist!
I thrive on being the “grit in the oyster,” challenging norms, questioning the “why” behind decisions, and helping organisations turn vision into reality. I’m passionate about the coaching, the data analysis, the collaboration, and the ambiguity. I love the head-scratching, transformational work that pushes boundaries and creates real impact.
In short, I love organisational development—or as I call it, real OD.
What is ‘Real’ Organisational Development?
OD often gets mislabelled as “people stuff,” “pink and fluffy,” or just an extension of HR. Let me set the record straight – real OD is about creating the conditions for success across every facet of the organisation.
It’s about:
- Shaping organisational identity and purpose
- Vision-setting and testing strategic direction
- Governance, leadership, and culture-building
- Partnering with stakeholders and engaging staff
- Driving efficiency to achieve bottom-line results
Real OD isn’t just a function or an add-on; it’s an essential, rock-solid discipline. It’s about laying the groundwork for the future, modelling the way forward, and ensuring the organisation is primed for success in every possible way.
The Challenge of OD Today
Here’s the problem: I see so many talented, hardworking OD practitioners who are brilliant at what they do, yet the profession itself feels underappreciated, misaligned, and at times, burdened with the wrong work.
OD isn’t just something you learn overnight. For many, including myself, it’s been a lifetime of experience – starting from entry-level roles and climbing through the ranks to positions of leadership. But that raises a key question:
Where does the next generation of OD leaders come from?
In a digital age where transformation is accelerating, how do we prepare future practitioners? How do we ensure they have the tools, training, and pathways to thrive without having to spend decades figuring it out the hard way?
The Need for a Professional Pathway
The truth is, the field of OD needs to catch up with its potential. While there are plenty of development opportunities out there—some excellent, some not—there’s no unified pathway for practitioners to follow. Imagine a world where OD is a recognised discipline with accredited programmes, respected qualifications, and yes, even letters after your name if you want them.
What we need is:
- Clarity on What Great Looks Like: A shared understanding of the outcomes we’re aiming for as a profession.
- A Strong Foundation for Development: Accessible, high-quality programmes that equip practitioners with the skills they need.
OD practitioners deserve to be recognised as experts in their field, with structured career paths and resources that help them succeed.
OD, It’s Time to OD Ourselves
As OD professionals, we thrive on improving others—but maybe it’s time to apply our principles to ourselves. What would it look like to challenge the status quo of our own profession, to “move the grit around,” and create the pearls of wonder that will define the future of OD?
So, I leave you with this:
- What would great look like for organisational development as a profession?
- What do we currently have to work with?
Let’s start answering these questions, shaping the future of our discipline, and giving the next generation the tools they need to succeed. After all, isn’t that what OD is all about?
If you’re passionate about organisational development and want to collaborate or share your thoughts, let’s connect. Together, we can create something extraordinary.
