Organizational Development Digest
Using the Organizational Development Digest for High-Performance Organization Interventions

Digest of Organizational Development Insights and Research

OD Synergy Digest or Organizational Development Digest incorporates insights from organization research and organizational development practice towards undertaking organization intervention for desired strategic results. The insights may be presented in form of brief notes, anecdotes, vignettes, excerpts, tips, and case notes from organizational behavioral sciences, organization research, organization consulting and practice, and organizational development projects. There may be OD applications of quotations from opinion leaders.

We welcome contributions from OD practitioners, organizations, institutions, academics, researchers and others who would like to collaborate with us and use ODSynergy.com as a platform to share and advance the practice and discipline of organizational development.


Read About High-Performance Organizational Development Framework
Facilitating organizational intevention process productively
Using the Reflexive Approach in Your OD Project

Your organizational development project would have sustainable desired impact if you adopt the reflexive approach from the onset. Even at the conception of the organizational intervention, a reflexive approach would help you address critical issues and questions that would enhance the quality of your organizational development outcomes. The 'reflexive approach' has its root in behavioral sciences and it makes the most of formative, process and summative evaluative decisions to foster organizational development quality assurance.


Such decisions would be based on asking evaluative questions at every step in the process of organizational intrervention. For example: Why are we doing this? What could we have done differently? Are we using the most appropriate approach or method? What model of intervention or change are appropriate—given the strategic realities facing the organization or business? What results and outcomes do we want? What should we plan for? How is our organization develoment design framework impacting the organization holistically? How are we building effective functional interdependence in systems elements?


Fundamentally, the reflexive approach—and reflexive evaluation—means asking approproate questions at each step, and using imagination and insights in doing so. How well this is achieved would depend on the skills, experience and commitment of the technical and business leaders of the organizational intervention project. Before you embark on your next organizational intervention, plan on how to use the reflexive approach.


The total organizational development process technology—an integral part of the high-performance organizational develoment framework—incorporates reflexive evaluation.

Being anticipatory
Proactive OD Practice

For organization-wide buy-in to your organizational development initiatives, be proactive. Be anticipatory in your approach!


Don't wait until you need the buy-in. Be involved in responsive engagement with stakeholders organization-wide,—showing them how specific aspects of business strategy and corporate vision could be better actualized with organization development concepts or approaches. Essentially, integrate OD practice proactively with measures of corporate success and the organization's strategic vision of sustaining organizational leaderdship and high-performance.

Creating commitment to organizational design
Fashioning High-Performing Corporate Culture with Core Values

Often, maxims and shared values are used in culture posters and are employed in organizational design principles. To be effective in fostering high performance corporate culture or creating commitment to organizational design, use such core values and principles in an integrated form pervading organizational life. Incorporate them in well-designed interactive exercises, roundtables, and workshops in the context of your strategic situation. Use them in key, vivid communication, organization- or business-wide, to drive your organizational design, change and strategy. Factor them into your corporate values or culture building programs.


Use key OD principles for optimizing your systems and subsystems for high performance.

Sharing high-performance OD insights
Contributing OD Synergy Insights

We welcome brief notes of about 200 words relevant to the OD Synergy Digest theme.


We welcome organizational development partners, researchers, academics and professionals—particularly those advancing the organizational development discipline who want to submit, for consideration and publishing on ODSynergy.Com, organization research and development reports, articles, briefs, case lessons, blog posts and anecdotal items—including from organizational development practice, case work and projects, and in-house organizational development consulting. Contributions longer than 200 words could be posted under our Articles, Blog or OD Practice webpage.

Read our Articles Guidelines to learn more about how to submit your organizational development related articles, research briefs, vignettes, case studies, exercises, case notes, and lessons of experience for possible publishing on ODSynergy.Com.

Download Articles Guidelines.

Help Keep ODSynergy.com 85% Free to Users

ODSynergy.com offers much of its content and resources free to users. These include free OD guides and tools. Donate to help keep it so and even better. You can donate as little as US$50