Question

Which OD intervention is most difficult to apply? Why? ​

Answer 1

Answer:

Peter Senge mentioned in his book, The Fifth Discipline which popularized the learning organization, there is no such thing as perfect organization. If one claims theirs is perfect, then his or her humility quotient must be examined. Perfection is not in the equation. All we need is to arrive at practical and workable approach to help organization to transform; keep it sustainable and equipped for future growth.

Better said than done. Countless of OD interventions fail because of several reasons, but not limited to the following:

1. There is no clear-cut or well-defined objectives why intervention is necessary.
2. Not aligned to the superordinate goals (Vision, Mission and Core Values) of the company.
3. Lack of understanding that commitment to achieve organizational goals is not confined to key positions but across all levels and ranks.
4. Lack of communication to employees on the importance of their participation to change effort.
5. Absence of buy-in from the line management for resistance to change or probable results of diagnostics could underpin poor leadership.