Global Use of Self Research Report

The data within this report, both quantitative and qualitative, is so rich and stimulating we believe that different readers will find different parts of the report evocative – either for further reflection and/or application- for self and those whom you support. If you are a developer and an educator in OD education, this report may spark ideas on how best to grow the next generation of OD Practitioners. We sincerely wish that you will take the study of this subject forward for the advancement of the field.

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Publications

This article takes us through the history of OD Competencies and explains why up to now there are only scattered agreements about what the core OD practice competencies are. This article proposes a way forward to encourage individual practitioners to use the research data to form their personalised competence profile based on their career history, motivation and aspiration. It is a highly practical article

Organisation Development Core Principles, Competency, and the Way Forward?

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Providing deeper understanding of the concept of ‘use of self’ in od practice

This article serves as an initial report of global research on the concept of Use of Self (UoS), which was launched in May 2018 after 7 months of conceptualization. We also include the significant roots and history of the concept, which also helped to develop this study. The survey cut- off date was in the middle of July in 2018. The data produced are rich and complex, both quantitatively and qualitatively, with 704 respondents from 25 countries.

Building OD education for the infinite world of tomorrow

In 1986 James Carse published Finite and Infinite Games: A Vision of Life as Play and Possibility, in which he fore warned the evolving nature of change will require change leaders and agents to work very differently.
He defined “ finite games” as closed systems, predictable, making sense to most because they tend to agree on the goal, the rules are relatively known, and the field of play has clear boundaries...

Future of organisations, and implication for Od practitioners

"In this passionate presentation of what must be one of the world's largest inquiries, Mee-Yan Cheung-Judge incisively explores how AI values and principles were used during the contracting phase to demonstrate the power of the approach as part of the ownership management strategy, particularly by encouraging the client to participate fully in co-constructing the process of change" - B.J.Moher and S.P.Fitzgerald (Eds.). (2006) AI Practitioner May 2006.

Publication details: AI Practitioner, May 2006….

Emerging Change at the BBC

THE SELF AS AN INSTRUMENT

A cornerstone for the future of OD

The promise of a bright future for OD lies in the hands of its torch bearers, OD consultants and their commitment to the continuous development of a competency that lies at the heart of their effectiveness - the self as instrument.

Drawing on an extensive literature review, Mee-Yan Cheung-Judge lays down the premise that this competency is a prime asset when it comes to building the kind of quality relationships with clients that are required to enhance organisational effectiveness.

The article builds upon the definitions of instrumentality developed by Warner Burke and Edwin Nevis to explore key practices in owning and refining the use of self.

Reflections by the author on work supervising and mentoring other OD consultants, highlight the necessity of employing these practices for high performance without high personal cost.

While perfect instrumentality can never be achieved, a collective journey towards it by OD consultants gives the author hope for a major impact in the field of OD.

First published in OD Network 'OD Practioner' Vol 33. No.3, 2001. This version was updated in 2012.

od as a 'desirable function' for organisations

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Over the past years, I have worked with a number of very competent and experienced internal OD
teams within major organisations. Many of them contained exciting people and I was wowed by their extensive knowledge base in OD and everything else. Yet, most of the teams’ key searching question has been – “how do we get the organisation to trust us enough to voluntarily come and consult us on big macro strategic and change issues?”

Note: This resource has been updated. You may also find this article in 'OD Practitioner Vol 50. No.2. 2018

AVOIDING DISCRIMINATION IN COMPETENCY DESIGN

The business case

Competency design has become a core business strategy. This article argues that incorporating the principles of equality and diversity in competency frameworks is critical, not only to prevent these frameworks becoming a tool of discrimination but also from a strategic business perspective.

In this article Mee-Yan Cheung-Judge draws on research and her own experience of working with companies on incorporating equality and diversity principles into competency frameworks. Examples of behavioural indicators that explicitly incorporate principles of equality and diversity are presented along with suggestions for how existing frameworks might be modified and new frameworks developed.

Publication details: Competency & Emotional Intelligence, vol.7, no.3, 2000, pp37-41.

This article also features in "The IRS Handbook on Competencies: Law and Practice", edited by Neil Rankin. Eclipse, London: 2001.

GLOBAL DIVERSITY & INCLUSION BENCHMARKS

Standards for Organisations Around the World

We offer the Global Diversity & Inclusion Benchmarks: Standards for Organizations Around the World (GDIB) to support organizations globally in the development and implementation of Diversity and Inclusion (D&I) best practices.
The GDIB helps organizations:
• Realize the depth, breadth, and integrated scope of D&I practices;
• Assess the current state of D&I;
• Determine strategy, and;
• Measure progress in managing diversity and fostering inclusion.

Diversity and Inclusion has emerged as a worldwide practice that is critical to an organization’s success. As with other disciplines, such as quality and safety, standards are needed to establish criteria by which to measure and monitor progress.

This Tenth Anniversary edition—the fourth GDIB—updates the previous editions published in 2006, 2011, and 2014. No doubt in the future there will be ongoing modifications where new best practices are identified and current ones become less significant.

A SELF-HELP APPROACH TO REALISING CORPORATE STRATEGY

Article based on an interview with Mee-Yan Cheung-Judge

Because it involves internal stakeholders, Organisation Development differs from a traditional consultancy process. It not only develops the capacity for enhanced performance, it also encourages learning. Reflecting on over 20 years of research, observation and experience in OD, Mee-Yan Cheung-Judge highlights the benefits of this collaborative process and identifies the required roles and competencies of its practitioners for enhanced organisational effectiveness.

Publication details: research@roffeypark, Issue 5, March 2002, www.roffeypark.com

OD IN FOCUS

Article based on an interview with Mee-Yan Cheung-Judge

Publication details: research@roffeypark, Issue 5, March 2002, www.roffeypark.com

OD - What's in a name?

Linda Holbeche and Mee-Yan Cheung-Judge

Organisational development has a vital role to play in today’s competitive, turbulent and constantly changing world in building healthy and productive organisations, argue Linda Holbeche, CIPD Director of Research and Practice, and Mee-Yan Cheung-Judge, a leading thinker on organisational change.

The Future of Organizations and the Implication for OD practitioners

“May I send you my best wish in the beginning of the new year – May 2017 be a very blessed year and you will be marked by an abundance of inner peace for the new year regardless of what the professional and personal life journey will be. The world is changing, we are also asked to evolve and adapt while holding on to our core strength and identity. May I share with you this article which just came off the press this week so to give some context as well as some encouragement to you to think what kind of desirable future you and others yearn for and want to create.. All the best, Mee Yan”