In the second episode of our ‘Transforming my workplace through OD’ blog series, we sat down with recent MSc alumni, Ian Baines, who shared his journey from finance to organisational development (OD), driven by a passion for helping people and organisations grow through change. Ian’s story is not just about career shifts—it’s a story of transformation, self-discovery and the power of human connection in the workplace.
For over two decades, Ian worked in NHS finance, starting from the ground up. He held various roles, including Director of Finance for a group of NHS organisations and later for a large hospital in the West Midlands. However, when Ian found himself overseeing a hospital caught in a financial crisis, his journey wasn’t always straightforward and he quickly learnt that success in these roles didn’t always come with the clarity or simplicity he had initially expected. Ian left that role and moved to a clinical commissioning group, but shortly after, a merger announcement came, and he ended up working closely with an OD consultant. Ian explained, “it was during this period that I first encountered OD, a field that I quickly became passionate about.”
Time for change
For Ian, it wasn’t just about balancing budgets anymore. It was about balancing people’s experiences, emotions and the culture of the organisation. Ian had always believed in the importance of systems and had an underlying belief in working through people. Working on the merger with the OD consultant was the moment he realised how the people side of an organisation could drive real change.
The pull of OD was undeniable. After ‘dipping his toe in the water’ by attending an OD Europe conference Ian then went on to complete the Organisation Development Practitioners Programme at Roffey Park Institute and subsequently the Organisational Development Graduate Certificate. Through working on the merger, being skilfully mentored by the OD consultant and attending Roffey Park’s programmes, Ian gradually transitioned from finance to OD and found his way to NHS Horizons in 2018—a consultancy focused on supporting organisational change in the NHS. This wasn’t just a career change; it was a shift in mindset. He had a newfound passion for helping people within organisations grow, adapt and thrive.
But Ian wasn’t finished there. He wanted to solidify his expertise and gain a formal qualification to complement his practice. Enter the MSc in People and Organisational Development at Roffey Park Institute. For Ian, this wasn’t just about adding another degree to his CV — it was about earning a qualification that reflected his commitment to understanding the human side of organisations at a deeper level. He wanted to be recognised as an OD practitioner, someone who could guide organisations and individuals through transitions, growth and change.
Applying OD learnings through reflection
Ian’s time at Roffey Park was filled with opportunities for growth and learning but in the midst of it all, he found a powerful realisation that would stay with him: change in organisations doesn’t just come from new frameworks, different facilitation techniques or shiny tools, it comes from understanding people—where they’re at, how they’re feeling and what they need to move forward.
Perhaps one of the most significant parts of Ian’s MSc experience was his dissertation. It wasn’t just an academic exercise; it was a personal exploration of failure and transition. After years of managing stable finances within a number of NHS organisations, Ian found himself facing challenges that he couldn’t immediately fix. The dissertation allowed him to reflect on those struggles, the failures that defined him and the deeper lessons that came from them.
Through this self-reflection, Ian realised that transitions—whether in careers, organisations or personal lives—don’t have to be seen as setbacks. They can be moments of immense growth, even when they come with failure. Ian has now started to use this shift in perspective within his work at NHS Horizons, taking lessons about failure and transitions and weaving them into his OD practice.
At NHS Horizons, Ian’s role involves guiding organisations through change, whether that’s in leadership, culture or processes. But Ian doesn’t just provide solutions; he creates spaces for reflection, connection and meaningful conversations. He believes that real change comes from allowing people to pause, think and engage with the process of transformation and the people involved, not just the outcomes. Whether coaching individuals or facilitating team-building exercises, Ian encourages people to reflect on their own journeys, learn together and discover how they can move forward with resilience and purpose.
Recently, Ian delivered his findings and learnings from his MSc dissertation at a Leadership and Culture Festival, to an outstanding response. One attendee commented that “Throughout all my time working for MLCSU and previous organisations, this was by far the most thought-provoking session I’ve ever been able to attend. It was also reassuring to hear others’ stories. I think that a lot of wider leaders would benefit from hearing this session as a reminder that many people are tackling things in their lives and to therefore lead with a bit more compassion and understanding.” Of feedback received, Ian’s session was rated, on average, at 4.7/5 stars for how attendees felt the session benefited their leadership and culture knowledge and skills and rated 4.8/5 stars for the overall experience of the session.
The power of warmth
In Ian’s world, OD isn’t just about frameworks and theories—it’s about the people within the organisation. For Ian, people-centred change starts with warmth. This warmth isn’t superficial; it’s about building genuine relationships grounded in trust, care and empathy.
“A key element in our team’s approach is warmth, which is essential for OD practitioners.” Ian told us. He believes when people feel cared for, supported and understood, they’re far more likely to engage with change and if needed take risk and be innovative. “OD is about helping people become the best version of themselves and organisations to reach their full potential,” Ian explained. “It’s about guiding people, with warmth, through reflection and dialogue to find their own path forward.”
At NHS Horizons, Ian and the wider team embody this approach in every interaction. Whether leading organisational change or facilitating a team discussion, their goal is to create an atmosphere where individuals feel seen, have a voice and are heard. This genuine care and collaborative approach builds trust, encouraging people to share their experiences and actively engage in their own development.
Ian’s approach to OD is not theoretical—it’s something he lives every day. Through the tools and insights from his MSc, Ian helps people navigate transitions, whether in careers, organisational change or personal challenges. He emphasises that failure isn’t a stop sign; it’s an opportunity to reflect, learn and grow. He encourages people to see challenges not as roadblocks but as chances for growth.
In a world where organisations can sometimes feel impersonal, Ian’s philosophy of warmth reminds us that people are at the heart of all successful change.
