Leading and succeeding with change work is difficult. What makes it more difficult is not knowing how to create the conditions for change to occur at team, organizational, and network levels. This is how most change agents operate – it reflects a tremendous ‘blind spot’ greatly diminishing one’s ability to successfully deliver fast, largely resistance free, and sustainable change. Hence, in this post, we discuss how to create the conditions for change to occur at team level, as this is where most of us spend most of our time. Learning how to intentionally orchestrate the ‘right’ conditions for transformative change to occur is vital to succeed today in solving ANY complex adaptive challenge. Let’s discuss. In this episode, you’ll learn:  What it means to create the conditions for change  Why creating the conditions for change to occur matters  How to create the conditions for change to occur at TEAM level  The key outputs that emerge when creating the ‘right’ conditions CHAPTERS 0:00 – Introduction 2:10 – What does it mean to create the conditions for change to occur 3:30 – Why does creating the conditions for change matter 6:57 – Setting the ‘context’ for change to occur (enabling constraints) 12:50 – Constraints architecture summary 17:28 – Generating an atmosphere within the container 19:12 – Container building summary 19:37 – Adaptive leadership behaviors 21:30 – Bringing it all together summary 22:02 – Final thoughts Hope you enjoy! -Randall Scott #DialogicOD #HenosisPartners #OrganizationDevelopment #ComplexityLeadershipModel #ChangeManagement #OrganizationalChange #ComplexityLeadershipTheory #LeadingThroughComplexity

The leading organizational change methods in use today like ADKAR, Kotter 8-Steps, and the Lewin Change Model were developed 20, 25, and 70 years ago respectively. While such methods might have worked well in a world of stability, pliant competition, and moderate growth, today such methods represent a liability. Such methods were not developed to handle the volatile, uncertain, complex, ambiguous conditions that we operate in today. Hence, to be successful in solving your organization’s most intractable challenges a new change method is needed; a method that is attuned to the times in which we live; a method that leverages complexity and embraces ambiguity; a method that was designed to solve the complex adaptive challenges of today. Let’s discuss. In this episode, you’ll learn:  What is the Complexity Leadership (Theory of Change) Model  Why a new change model is needed address VUCA-like conditions  How we define complex adaptive challenges and why they matter  The (3) key frameworks that define the Complexity Leadership Model  How to shift from an OD/Change Leader to a Complexity Leader CHAPTERS 0:00 – Introduction 2:11 – What is the Complexity Leadership ToC Model 4:25 – Why a new complexity-informed change method is needed 8:30 – OD/Change methodological shifts are occurring 9:13 – The focus of the Complexity Leadership Model 11:00 – Examples of complex adaptive challenges in organizations 12:25 – The key frameworks that define the Complexity Leadership Model 17:28 – Introducing the Complexity Leader role (3 key capabilities) 18:54 – Final thoughts on the next decade of disruption (2024-2034) Hope you enjoy! -Randall Scott #DialogicOD #HenosisPartners #OrganizationDevelopment #ComplexityLeadershipModel #ChangeManagement #OrganizationalChange #ComplexityLeadershipTheory #LeadingThroughComplexity

As a discipline, organizational development has been around for over 70 years and in that time, it has helped countless organizations become not only more humane places to work but also has helped organizations better align themselves and increase their effectiveness and efficiency to achieve hoped-for goals. As important as it is that OD helps organizations improve in these noble ways, an even nobler potential exists for OD to extend its domain and elevate its stature to help facilitate solving humanity’s wicked problems. The fact is, a tremendous opportunity exists for each of us as OD/Change leaders to extend the promise and potential of organization development practices, tools, and techniques to not only solve organizational problems, but also help solve humanity’s most intractable challenges. Hence, in this post we discuss the notion of ‘Boundaryless OD’ which describes extending and elevating the practice of OD to address larger, social issues at the scale of community, ecosystem, nation, and planet. In this episode, you’ll learn:  What is Boundaryless OD and how it differs from Traditional OD  The tremendous opportunity that exists for each of us as OD/change leaders  Reasons why & how to get started with practicing Boundaryless OD beginning today CHAPTERS 0:00 – Introduction 2:00 – Traditional OD vs. Boundaryless OD 3:46 – A Tremendous opportunity exists for each of us 5:45 – Opportunities where we can apply our OD expertise to societal issues 7:42 – Why you should consider broadening your OD horizons 9:20 – How does one begin to practice Boundaryless OD Hope you enjoy! -Randall Scott

When it comes to leading social change, there are only four (4) shifts that you need to remember to lead successful, that is, sustainable transformation change efforts. We refer to such shifts as the Universal Change Framework. Let’s discuss. Social change comes in many different sizes, situations, and contexts. Despite such variability, to effectively facilitate solving ANY complex adaptive challenge in any social system, it only requires you, as change leader, to remember four (4) key ‘phase transformation’ shifts: 1) create a shared understanding amongst diverse stakeholders of what are the underlying issues of the challenge are 2) create a shared intention of where to go; that is, how to solve the challenge 3) create aligned actions, rowing in the same direction both individually and collectively, and 4) transform relations all along the way. If ALL you did was focus your change efforts on initiating these (4) shifts, in sequence, you will have created the conditions to succeed with bringing about your desired social change. In this episode, you’ll learn:  What is the Universal Change Framework and how it can help you lead social change  The four (4) ‘phase shifts’ to effectively facilitate solving ANY complex adaptive challenge  Why the Universal Change Framework “works” to bring about transformative change CHAPTERS 0:00 – Introduction 1:30 – Universal Change Framework (UCF) overview 3:47 – Shift #1 - How to create a shared understanding 6:10 – Shift #2 - How to create a share intention 8:05 – Shift #3 - How to create aligned actions 10:19 – Shift #4 - How to transform relationships 12:35 – Not all ‘shifts’ are created equal (UCF summary) 15:10 – Why the Universal Change Framework “works” Hope you enjoy! -Randall Scott

Are you tired of leading transformation change efforts only to see the results fade away within a matter of weeks or months? Do you feel stuck as a change agent in how to break the cycle of delivering mediocre change efforts? If so, you're not alone. Many change leaders struggle with this issue, but the truth is, there's a formula for (change) transformation that can help you crack the code. In this post, we'll explore the secrets of harnessing the transformation formula for lasting change. Whether you're looking to help your organization solve an intractable issue, vision the future, transform its culture, or exploit an emerging opportunity understanding this formula can make all the difference between success and failure. We'll dive deep into the key elements that drive successful (read: sustainable) organizational transformations, including the quality of conversation, the quality of listening, and the quality of one’s self-awareness. We'll also provide practical strategies to help you apply this formula to your own working context. By the end of this post, you'll have the knowledge and strategies to deliver transformative change on a repeatable, consistent basis. Don't let another change effort pass by without learning how to change the way change is done. It's time to unlock the power of transformation and be the best change agent you can be. Let's get started. In this episode, you’ll learn:  What is the Transformation Change Formula for delivering lasting change  How to improve the quality of conversing for self and others  How to improve the quality of listening for self and others  How to improve the quality of self-awareness for self and others CHAPTERS 0:00 – Introduction 1:40 – Transformative Change Formula overview 3:02 – Transforming the quality of group conversation 8:54 – Transforming the quality of group listening 12:56 – Transforming the quality of individual self-awareness Hope you enjoy! -Randall Scott

In this episode, we discuss AGILE OD and how the integration of the Agile/Iterative method with organization development methods, tools, and techniques is revolutionizing the practice of OD We are living in a time of great disruption and change where the world is pulsing faster than ever before. As such, to respond to such disruption, to keep up with such change organizations need a change management approach that is “suited for the times” – use of the Agile/Iterative Method is such method. Agile OD reflects an integration of the Agile/ Iterative Method and Organization Development. Together, Agile and OD result in significant benefits for an organization from accelerating organizational learning to igniting a (dormant) innovation engine internally, to creating an army of highly skilled problem solvers able to solve complex adaptive challenges. Bottom line: for an organization to be slow-changing, slow-adopting in a context of rapid, disruptive change represents a one-way ticket to oblivion. Integrating Agile with Organization Development addresses this challenge ‘head-on’ by positioning a company to not only SUR-VIVE in our VUCA-like world, but more positions an organization to THRIVE. In this episode, you’ll learn:  What is the Agile/Iterative Method and why the integration of Agile with OD matters today  How you can integrate the Agile/Iterative Method into your existing workflow  What are the benefits of integrating the Agile/Iterative Method with OD  How to properly govern Agile OD (‘experimental’) work CHAPTERS 0:00 – Introduction to Agile OD 1:38 – What is Agile OD and Why Does it Matter? 3:04 – What is the Agile/Iterative Method? 7:38 – Why Agile? Why Now? 14:45 – How to Integrate Agile into Your Workflow 17:35 – What Are the Benefits of Integrating Agile with OD? 19:54 – What Does Agile OD Governance Look Like? 28:56 – The Role of an OD Change Leader with Agile OD 30:53 – Final Thoughts Hope you enjoy! -Randall Scott #DialogicOD #HenosisPartners #OrganizationDevelopment #HybridOD #ChangeManagement

In this episode, we discuss what it means to ‘engage the edges” and why engaging the edges is a powerful, and often overlooked strategy for realizing transformative change Are you tired of traditional approaches to change? Engage the edges! This innovative strategy can help you bring about transformation in unexpected ways. Engaging the edges is all about embracing diversity and encouraging a wide range of perspectives and ideas. By seeking out and valuing the input of those who are often marginalized or overlooked, you can tap into a wealth of creativity and innovation that might otherwise go untapped. This can lead to new solutions and approaches that are more effective, sustainable, and equitable than traditional approaches. So don't be afraid to step outside your comfort zone and engage with those who have different backgrounds, experiences, and perspectives. You might be surprised by what you learn and achieve together. In this episode, you’ll learn:  What it means to “engage the edges” and WHY it matters  What are the benefits of “engaging the edges” to help drive change  Strategies and practices you can use to help you “see around corners” and integrate “edge work” into your daily OD/Change rountines CHAPTERS 0:00 – Introduction to Engaging the Edges 1:35 – What Does It Mean to Engage the Edges? 13:32 – What Are the Benefits of Engaging the Edges? 15:58 - Developing the Ability to See Around Corners 25:05 – Final Words Hope you enjoy! -Randall Scott

In this episode, we discuss the Dialogic OD toolkit and how leveraging dialogic-based tools can both generate and accelerate breakthrough results when solving for a complex adaptive challenge. The types of organizational challenges that we as OD/Change leaders are increasingly being asked to help facilitate and solve are social in nature; that is, they are of a more complex variety where leveraging tools of old (i.e., diagnostic OD-based tools) is insufficient. To be successful with problem-solving today, it requires use of a set of tools that are attuned to solve complex, multi-stakeholder social issues. We refer to such tools as dialogic tools (aka ‘Dialogic OD Toolkit’) which are tools that leverage and are rooted in use of dialogue (as a conversational form) to facilitate problem solving. Knowing and being skilled in the use of such tools is vital to be an effective Organization Development/Change practitioner today. In this episode, you’ll learn:  (7) Key tools that comprise the Dialogic OD toolkit  Why dialogic tools are so effective at solving complex challenges  How remarkably different Dialogic OD tools are from traditional Diagnostic OD toolkit CHAPTERS 0:00 – Welcome to All Things OD Podcast 1:38 – Introducing the Dialogic OD Toolkit 2:55 – Tool #1: Innovation Sequences 8:06 – Tool #2: Container Building (Creating the Conditions for Change) 14:28 – Tool #3: Narrative/Story Harvesting 16:53 – Tool #4: Large-Group Process Methods 18:37 – Tool #5: Generative Dialogue 21:18 – Tool #6: Coaching (@Organization, Team, & Individual Levels) 23:55 – Tool #7: Inner Work (Transforming Limiting Beliefs & Patterns) Hope you enjoy! -Randall Scott #DialogicOD #HenosisPartners #OrganizationDevelopment #HybridOD #ChangeManagement

In this episode, we discuss how to measure success when leveraging dialogic-based methods, tools, and techniques to realize transformative change Traditional change-based performance measures are inadequate when trying to solve a complex adaptive challenge where leveraging dialogic-based methods, tools, and techniques are the ONLY way to succeed when leading such efforts. Unfortunately, many OD practitioners and change agents still measure using traditional methods which set up ALL dialogic-based work for failure. We know this to be true, as leadership often makes the wrong decisions (based on irrelevant indicators) that result in projects prematurely getting shut down, having their funding cut, and staff being reallocated to other change efforts. It does not have to be this way. There are “non-traditional” performance indicators that we can use to demonstrate real change is occurring when leveraging a dialogic-based approach/method to realizing transformative change. In this episode, you’ll learn:  Why we must measure differently when leveraging the dialogic method  How to measure in a dialogic-based way utilizing the ‘TILES Framework’  What it means to measure change ‘indirectly’ by defining and monitoring our “intended direction of travel” CHAPTERS 0:00 – Introduction to Measuring Dialogic Change 1:30 – Measuring Dialogic Change/TILES Framework Overview 4:00 – Dialogic-Based Measures of Trust 7:15 – Dialogic-Based Measures of Impact 8:46 – Dialogic-Based Measures of Learning 11:45 – Dialogic-Based Measures of Engagement 13:45 – Dialogic-Based Measures of Spread 15:26 – Final Words Hope you enjoy! -Randall Scott

In this episode, we discuss the future of Organization Development – including what you can do as an OD/change leader to best prepare, ‘ready’ yourself for the next decade of disruption. Increasingly, we are besieged with news stories of and advancements in technology (e.g., ChatGPT, Artificial Intelligence, Google BARD, and The Metaverse) that will fundamentally reshape the WHAT and HOW of Organization Development and change work. The question is…do you have the skills to compete effectively in this emerging future? Are you prepared for how technology with transform OD and Change work? For each of us, as OD/Change leaders, our effectiveness as change agents is fully predicated on whether our knowledge, skills, and capabilities are relevant for, aligned with the context in which we are working. Consider that, as the world changes, as our work context changes, we MUST adapt to changing conditions OR suffer the devastating consequences of being left behind. Perhaps you have experienced this type of disruption before – I know I have, and it is not pleasant. However, being left behind is not OUR fate. Hence, the time in NOW to learn of the emerging future (of OD) to transform YOUR present. Know this: nothing short of your professional (and personal) life is at stake. In this episode, you will learn:  Key emerging trends and driving forces shaping OD/Change work  Emerging technologies shaping and influencing HOW we do OD/Change work  How artificial intelligence (AI) will disrupt OD/Change work in the next decade  What you can do as an OD/Change leader to ‘ready’ yourself to capitalize on such change Hope you enjoy! -Randall Scott

In this episode, we discuss what is dialogic leadership and why leading in a dialogic way matters in today’s workplace. Dialogic leadership is emerging as the most important form of leadership in the 21st century. The reason this is true is because today we are increasingly needing to solve complex adaptive challenges that cannot be solved through traditional forms of control-based leadership. Today, for any organization to compete effectively in the marketplace it requires both attention to and a capability of overcoming both technical and adaptive challenges. Trouble is, at no point in our schooling did we learn HOW to solve both sets of challenges. Hence, in this episode we learn the best approach to solving for both technical AND complex challenges – we refer to such approach as dialogic leadership. In this episode, you’ll learn:  What it means to lead in a ‘dialogic-based’ way  Why it matters that we learn how to lead in a dialogic way  5 compelling reasons to start practicing dialogic leadership beginning today   CHAPTERS 0:00 Introduction to Dialogic Leadership 1:25 What is Dialogic Leadership? 3:46 Leveraging Dialogic Leadership to Solve for Complex Adaptive Challenges 5:30 Leveraging Dialogic Leadership to Transform Limiting Beliefs & Patterns 6:47 Leveraging Dialogic Leadership to Unlock Hidden Potential in Organizations 8:16 Leveraging Dialogic Leadership to Overcome Cognitive ‘Blind Spots’ 10:16 Leveraging Dialogic Leadership to Engage the Future to Transform the Present   Hope you enjoy! -Randall Scott

In this episode, we discuss how to manage dialogic-based projects. Specifically, you will learn of 5 key strategies that you can use to more successfully manage ANY dialogic-driven change effort. Effectively managing “dialogic-based” projects requires both a different mindset and set of capabilities than managing “traditional” change projects. As OD/Change leaders, to succeed with solving for complex adaptive challenges, it is imperative one apply a mindset and set of techniques that are suited to the challenge. Hence, in this episode you will learn of 5 key strategies that you can use to become a more effective change agent when leading dialogic-based change. In this episode, you’ll learn:  What dialogic-based projects are; how we define them  The key differences between dialogic-based change projects and traditional projects  5 key strategies that you can use beginning today to increase your success rate when leading change CHAPTERS 0:00 Introduction to Managing Dialogic Work 1:35 What are Dialogic-Based Change Projects? 4:50 Strategy #1 – Contract Differently 6:39 Strategy #2 – Measure Differently 10:00 Strategy #3 – Lead Differently 13:45 Strategy #4 – Execute Differently 15:41 Strategy #5 – Coach Differently Hope you enjoy! -Randall Scott

In this episode, we discuss what is dialogic-driven change including how leveraging the power of dialogue can and does facilitate transformative social and organizational change. Engaging in dialogue is part of the human condition; it is part of our collective lived history. For 1000s of years, humans have leveraged the power of dialogue to form community, educate and inform, provide a means for governing, and even as a source of entertainment. Sadly, in the western-world, such ancient practice has been supplanted with a cold and clinical emphasis on machine-age logic, rational thought, and overly formal ways of working and being. The good news is humanity is ‘thawing out’; it has tired of these artificial ways of relating and being with one another. Increasingly, we see a movement back to our innate, ancient practices of yesteryear; a time when practicing dialogue was cherished, valued, and relied upon to maintain the stability and promote the growth of a group. The world is once again revealing its true colors; showing its innate desire and interest in leveraging the power of dialogue to facilitate transformative social (and organizational) change. In this episode, you will learn:  What dialogic-driven change means/how it is defined  Key tools to catalyze dialogic-driven change  Process to initiate dialogic-driven change  The #1 benefit of leveraging the dialogic-based approach  Pro’s and con’s when utilizing the dialogic-based method Hope you enjoy! -Randall Scott

In this video we discuss integrating dialogic OD (methods, tools, and techniques) with traditional diagnostic OD (method, tools, and techniques) to produce a more powerful, accretive, and innovative social and organizational change methodology. Increasingly we find that leveraging Diagnostic OD method, tools, and techniques alone is inadequate to effectively (read: sustainably) address the complex adaptive challenges of today. To solve complex adaptive challenges effectively, it requires an approach that is “suited for the times”; that is, an approach that both leverages complexity while embracing uncertainty. Moreover, we need an approach that is focused not only on addressing change at a behavioral level, but also, and far more importantly, at a cognitive level. That is, we need a method that addresses both inner AND outer. Integrating both OD methods, diagnostic (outer; behavioral) and dialogic (inner; cognitive), helps us achieve this goal. In this episode, you will learn:  The case for integrating Dialogic OD with Diagnostic OD  How Dialogic OD amplifies the value of Diagnostic OD  The aspects of Dialogic OD to integrate with Diagnostic OD  Practice fields of opportunity to begin role-modeling the new  Key considerations when integrating both methods Hope you enjoy! -Randall Scott

When introducing any significant change in organizations today, the OD/Change practitioner is often met with any number of challenges – the most significant of which is working through conflict, resistance, and anxiety of both leadership and staff alike. Continually, we hear stories of 80% of transformation efforts underperforming if not outright failing. We can and must do better. The good news is, there is a way to increase your odds significantly in delivering a successful transformative change effort with reduced effort, stress, anxiety, and/or conflict. The key to doing this is in understanding our inner system or to be more precise understanding our limiting beliefs and patterns and working intentionally to transform such beliefs in both our-selves (as change agents) and those with whom we are working with to bring about change. Hence, in today’s episode we discuss the what, why, and how of transforming limiting beliefs and patterns. You will learn what limiting beliefs are (including how they manifest – their origins), what the benefits are in working with limiting beliefs and patterns, and most importantly you will learn 12 proven strategies to consciously interrupt and shift limiting beliefs to realize transformative change. In this episode you will learn:  What are limiting beliefs and patterns  The origin of limiting beliefs  How limiting beliefs and patterns manifest  Benefits from working with limiting beliefs  (6) Strategies to interrupt and shift limiting beliefs of SELF  (6) Strategies to interrupt and shift limiting beliefs of OTHERS  Critical success factors to transform limiting beliefs and patterns Hope you enjoy! -Randall Scott

Building generative containers to catalyze social and organizational change is not a well-developed skill in most OD/Change practitioners. But container building is a necessary, nay vital skill to solve the complex adaptive challenges of today. To solve today’s most intractable challenges, it requires bringing together highly diverse people from across a system to share, to listen, to empathize, and to learn from one another to create a shared understanding of both the issues at hand and how best to resolve them; an understanding that later leads to shared intention and aligned actions. Generative containers are the mechanism by which we help diverse others solve their most intractable problems together. Hence, in today’s episode, we discuss how to build generative containers as a means to solve our most intractable issues, challenges, or problems. In this episode, you will learn:  What are generative containers for change  The key components necessary to create a container  What it means to create the conditions for change to occur  Key mechanisms that catalyze transformative change  Role and responsibilities of an OD/Change Leader to bring about transformative change  How to measure the success of a generative container. Hope you enjoy! -Randall Scott

Solving for complex adaptive challenges (CAC) is difficult work – so many considerations and things to think about to achieve hoped-for goals. For most OD practitioners, solving for CAC is not a well-developed skill. Most practitioners approach the task with an incomplete understanding of all the considerations (i.e., ‘parts’) to be effective in solving the challenge, issue, or opportunity. Hence, what emerges from the effort is a solution that is often sub-optimal, overly ambiguous, and lacking ‘real’ commitment from all key stakeholders to be successful; that is, sustainable. The good news is, solving for a CAC does not need to be all mystery; it does not need to be left for chance. One can intentionally orchestrate or ‘architect’ a design that leads to widespread stakeholder commitment, breakthrough innovations, and ongoing sustained success. How is this possible? Well, the secret is in designing effective innovation sequences. Hence, in today’s episode, we discuss both what is & how to design innovation sequences to solve ANY complex adaptive challenge. In this episode, you will learn:  What are innovation sequences  Macro outcomes from executing an innovation sequence  The ‘hidden’ and ‘visible’ aspects of an innovation sequence  (6) Components that make for a ‘well-formed’ innovation sequence  (3) Case studies of real-life innovation sequences (in-person & virtual)  Critical success factors when designing/leading an innovation sequence Hope you enjoy! -Randall Scott

Organizations today are struggling to respond and adapt effectively due to the VUCA-like conditions of volatility, uncertainty, complexity, and ambiguity. Part of the reason organizations are struggling is that they are using a change methodology that is outdated, ineffective for the times in which we live. To compete effectively today, to adequately and rapidly respond to ever-changing conditions, it requires a change approach that leverages complexity, while embracing uncertainty. It requires an approach that can temper the effects of volatility while acknowledging the perpetual ambiguity that afflicts us all. Hence, in today’s episode we discuss a new approach to bringing about organizational change. This new approach we call Hybrid OD – which reflects a blending of diagnostic, dialogic, and experiential methods, tools, and techniques. Hybrid OD is a modern, rapid, inquiry-based, foresight-driven, strategic learning model that is suited for the times; that is, it is a method that can effectively work with and leverage VUCA-like conditions. In this episode you will learn:  What is Hybrid OD (how we define Hybrid OD)  The case for why Hybrid OD is needed today  How Hybrid OD manifests (the forms it takes)  Types of challenges Hybrid OD addresses  The #1 secret why Hybrid OD is effective Hope you enjoy! -Randall Scott

Despite 70+ years of history, Organization Development (OD) remains somewhat elusive, nebulous to those outside the discipline. Part of the reason for this is due to the highly diverse interdisciplinary underpinnings that shaped and informed its development. With framing disciplines as varied from anthropology to social psychology to innovation to learning and development, simply understanding the scope and purpose of OD can be a challenge. Hence, in today’s episode we look to demystify organization development by addressing the question ‘What is organization development’ head-on. In this episode you will learn:  Historical/contemporary definitions of OD  Purpose, objectives, and scope of OD work  Brief history of OD from 1940s – present  Share several real-life examples of OD work  Highlight (3) forms of OD: Diagnostic OD, Dialogic OD, and Hybrid OD  Persona of an OD practitioner (demeanor, role & responsibilities, and knowledge, skills, and capabilities) Hope you enjoy! -Randall Scott

As OD practitioners, we are increasingly having to facilitate and solve complex adaptive challenges that require much greater skill and capability of the practitioner than solving technical challenges alone. The trouble is few practitioners have been adequately trained on how to do this well. Consequently, what happens in many cases is that the wrong people are often engaged in solving the problem, the wrong tools are employed to spur dialogue, and the wrong conversations are initiated resulting in identifying ineffective interventions that either only partially solve the problem or make matters worse. As a profession, as OD practitioners we can and must do better. To be effective in solving complex adaptive challenges, it requires a different set of knowledge, skills, and capabilities. Hence, in today’s episode, I want to break down three (3) MUST-HAVE skills that OD practitioners need to possess to effectively solve their clients’ or employer’s most intractable challenges. My hope is that in learning such skills, you will not only be better equipped to solve complex adaptive challenges, but also possess the requisite confidence to do it well. In this episode you will learn,  Three MUST-HAVE OD practitioner skills to increase your effectiveness in adequately and sustainably solving ANY complex adaptive challenge  Why such skills are needed and necessary to be effective in solving complex challenges  How possessing such skills can help you in elevating, revitalizing, and transforming what you do and how you do it to be a more effective OD leader

There continues to be a debate about what form or approach to OD is better – diagnostic OD or dialogic OD. As a practitioner, your level of awareness of both forms is important, as knowing about and leveraging both approaches can help you achieve greater results in your own organizational transformation efforts. So…in today’s episode we will discuss (and compare) each OD approach to better understand what each form offers us as change agents and if there is opportunity (or value) to leverage, integrate both approaches when performing our change work. In this episode you’ll learn:  What are the differences between diagnostic and dialogic OD  Why there is a need for utilizing both diagnostic and dialogic OD  How integrating both OD approaches actually form a more powerful problem-solving methodology