See the jobs offer you can work on after finishing your MSc in Organisational Development Taking a MSc in Organisational Development is a big investment in your future. You’ll learn to think in a different way, considering and tackling all the factors impeding and working for change in your organisation, and considering the human factors…
And would you like to become one, or hire one for your organisation? Let’s start with the basics: do you know what an Organisation Development practitioner is? Back in 2015, Roffey Park’s Management Agenda survey investigated the main barriers to effective organisational development, and found the most common response was “managers don’t know what it is”. Four…
“When I grow up I want to become a professional facilitator,” said no-one, ever. But once you get into the complicated world of the workplace, and begin to understand that the skills in helping organisations make decisions in complicated situations are crucially important, then it begins to look like a more attractive role. So –…
Roffey Park Institute is an international centre of excellence for organisational development with a history of defining and developing innovative organisational development practice. This year, as part of our own ongoing practice development, we’ve created a new map of organisational development and here we interview Tom Kenward about this unique learning tool that you can download free…
Whenever people know that I am researching the Use of Self (UoS) topic, they will inevitably share with me their view on UoS or to make inquiry as to what the concept means. Statements or questions like the following have been very forthcoming: “I have done a lot of inner work and pretty sure about…
A guest blog by Corporate Rebels In both popular and academic management literature, self-managing teams are identified as one of the key innovations in progressive organisations. But successful self-management is not an easy task. It requires both a good grasp of the key elements, and an understanding of the factors that influence them. Recently we wrote that…
A guest blog by Corporate Rebels Self-management, self-organization, self-governing. These terms seem to become more and more trendy by the day. Not only in the organizational design world, but also increasingly in the mainstream media. This shouldn’t be surprising. Because who doesn’t want to work in a workplace where employees can decide everything by themselves? Or…
HR Business Partnering is a widely accepted approach in today’s organisations. HR Business Partners must focus intently on the organisational goals of delivering value, driving change and stakeholder satisfaction. Here in our infographic we outline ten essential skills they need to be effective. Download the infographic as a pdf HR business partner skills development programme:…
A definition of Organization Development Organization Development (OD) is the work of facilitating organisational success, by aligning structural, cultural and strategic realities of work to respond to the needs of an ever-evolving business climate. This involves facilitating a deep connection between the best business processes and structures on the one hand, and the people working…
Interpersonal trust is essential for an organisation’s success. Low interpersonal trust between employees results in high staff turnover, low employee engagement, and unnecessary monitoring, duplication and bureaucracy. New research by Roffey Park on trust in work relationships has highlighted eight specific behaviours that tend to foster interpersonal trust. Being transparent Transparency in interpersonal relationships is…
In fact, it is bonkers. And before I provoke a storm of interdisciplinary warfare between opposing camps of practitioners, let me backtrack for a moment and start with a couple of definitions: Organisational Development: “a systematic approach to improving organisational effectiveness – one that aligns strategy, people and processes” – Roffey Park’s definition Organisation Design: “a dynamic process of…
For any executive coaches of C-suite managers, the findings of the Odgers-Berndston Lonely at the Top survey of FTSE 350 top executives, published recently in The Times (30 November 2015) will come as no surprise. One of the stark findings of the survey was how these executives felt about the pace they were currently working…
