Notes of Joseph Bentley’s Conference at UDEM (Mexico) on March 2012.
1. We, OD professionals, know how to facilitate collaboration instead of
conflict. Organizational issues require collaboration, as the ones that
are at the top of the organization have the power but frequently don’t
know how to solve the issues, and the ones at the bottom have the
knowledge but not the power to solve them.
2. We know it’s important to give voice to everyone, in harmony. We know
that giving voice brings commitment, commitment brings energy and energy
3. We believe that conflict is not always bad. It generates possibilities. Conflict facilitates possibilities and when it’s appreciated, leads to consensus.
4. We know “how things change in a planned way”. An added value of OD is planning, as it allows a semi-organized change, instead of chaotic
5. We understand that it’s always about people. Technology and Finance could be strong but people are the system. They are the ones who solve
6. We know how to teach. A lot in OD is to teach the ones with the power. 85% of the leaders hadn’t have any formal training on leadership. A coach
has a very important role in the organization.
7. We know that the most valuable learning is the one achieved through struggle. Problems open you up for learning.
8. We understand the pressure of time. We don’t know where we would be in the next 20 years, or what the conditions will be. We will be solving
problems that we don’t know yet, with people that are still studying elementary school, in situations that we cannot predict now, however, we
know that face to face conversation will be important. We will need to discuss desires, goals, achievements, failures. We are comfortable with
9. We understand that OD starts always with a problem. It’s difficult to pay attention if everything is ok. All changes start with a need.
We understand that there is conflict between the organization and its needs and the individual and his/her needs. We know how to work with
people to solve the organizational problems.
10. We understand that change requires a lot of energy: at the beginning and also through the entire process. People are usually energized at the
beginning but have less energy after the initial stage. We are able to channel the energy for the bold stroke at the beginning,
as well as the needed for the long march.
An OD professional is the one:
who is comfortable with ambiguity
committed with collaboration
who honors other people
who involves others
who is an expert in Human Relations
who learns fast
who is eager to receive feedback.
We can see things that the rest cannot, understand them in a different way and tell the truth in a way that engage people, instead of losing