The tagline on this blog is, “maximizing organizational performance.” 

Simple, right?  Maybe, though not simplistic at all.

What Does It Take To Maximize Organizational Performance?

A lot more than one might think.  This isn’t just an “OD” thing.  Nor is it an “HR” thing.  Not about systems thinking, sales, or a cool website either.

It is about results. 

Organizational Areas That Drive Performance

Brand strategy, marketing, finance, IT, HR, operations, customer service, sales, quality improvement, innovation - these are just a sample of the areas that individually and collectively move an organization forward.

Relationships Drive Results 

In writing this blog, I have come in contact with some incredible, interesting, forward-thinking, classically-trained, poetic, hard-nosed, focused individuals.  Few are in the traditional ‘organizational development’ field.  All are part of the mix that maximizes organizational performance.  You won’t find much about organizational performance specifically on their blogs.  They write in their area of expertise…and focus on results:

Conversation Agent, Egg Strategy, Thriving On Chaos, Gapingvoid, Seth Godin, Change Agent Group, Change Mgt blog, Personal Branding, Bing’s Blog, The Meaning Difference, Captain’s Blog, Astronaut Projects.

One of the key goals of anyone working in organizational development at a company is to understand the business language of the various areas previously noted; to speak with them, not to them.  The language of “OD” is as mysterious to someone in finance as “EBITDA” might be to an OD practitioner.  Our job is to consult, to help, to drive for results - so we get to learn!

 

 

Joe Raasch :: Aug.22.2007 :: Organizational Development :: 7 Comments »