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Org Development Strategy, Thought Provoking, Leadership Jem Smith Org Development Strategy, Thought Provoking, Leadership Jem Smith

THREE CHANGE STRATEGIES IN ORGANIZATION DEVELOPMENT: DATA-BASED, HIGH ENGAGEMENT, AND GENERATIVE BY GERVASE R. BUSHE & SARAH LEWIS

This article categorizes organization development approaches to change management into three strategies, explains their differences, and when each might be most appropriate. It focuses on the differences between two change strategies that utilize the same methods and are associated with a Dialogic OD mindset: high engagement and generative. Brief case examples follow descriptions of the high engagement and generative change strategies. The differences in roles and activities of leaders (sponsors), change agents, and those affected by the change are identified. Propositions about when each strategy is appropriate are offered. The generative change strategy is the newest and least discussed in the change literature, and we describe essential differences that make it the most rapid and transformational catalyst for change. However, generative approaches are of limited value when high levels of interdependence or significant capital outlays require central coordination of change. In such cases, one of the other strategies is a better choice.

Please find below an article co-authored by Gervase Bushe and myself recently accepted for publication in the Leadership and Organization Development Journal, Jan 2023 - Sarah Lewis

Bushe, G.R. and Lewis, S. (2023), "Three change strategies in organization development: data-based, high engagement and generative", Leadership & Organization Development Journal, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/LODJ-05-2022-0229

Copyright © 2023, Emerald Publishing Limited. This AAM is provided for your own personal use only. It may not be used for resale, reprinting, systematic distribution, emailing, or for any other commercial purpose without the permission of the publisher.

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