As a Sales Development Specialist. (OD) Organizational Development and (CM) Change Management is one of the vital things that I must understand because it will help us to conclude an idea with a wide aspect of thinking in terms of Organization Development (OD) and Change Management (CM) in every organization that we'll going to be part of… But first in order for us to understand deeply the difference between the two, we must identify the meaning of Organizational Development and Change Management and dig deeply.
"What is change management?" This is a question you may have heard from colleagues, coworkers or classmates in passing or in formal presentations (school maybe). While many of us know intuitively what change management is, we have a hard time conveying to others what we really mean. In thinking about how to define change management, I think it is important to provide a context related to the topic that is legit and easily to understand.
There are many definition of change management (CM) in the internet and books but the most definition that enlighten me in terms of CM is the definition of Mr. Scott Span he is a Lead Consultant from Tolero Solution (an organization that focus on Organizational improvement & Leadership) he define change management as a structure approach to transitioning individuals, teams, and organization from a current state to a desire future state. It can be applied to a situation such as downsizing, growing organizations, or even adding new technology. Also he added it is an organizational process aimed at helping employees to understand, commit to, and accept and embrace changes in their current business environment.
As Mr. Scott Span defines the Change management (CM) as I understand it it’s a structure approach for ensuring that changes are thoroughly and smoothly implemented and for achieving lasting benefits of change. Its focus on the wider impact of change, particularly on people and how they as individuals and teams move from the current state to the future state. Also I think that the underlying principle is that change does not happen in one area of an organization it impacts the whole organization (system) around it, and all the people touched by it. In order to manage change, it is therefore necessary to know who will affect the impacts of the changes. As well as considering the tangible impacts of change, it's important to consider the personal (the people or the employee of the organization) impact on those affected, and their journey or process towards working and behaving in new ways to support the change. Change Management is, therefore, a very broad field, and approaches to managing change is very wide, from organization to organization and from project to project.
What is Organizational Development? The definition of Organizational Development (OD) varies even more than that of Change Management (CM).Different people have defined Organizational Development differently.
According to Matt Minahan,(MM & Associates, Silver Spring, Maryland) "Organization Development is a body of knowledge and practice that enhances organizational performance and individual development, viewing the organization as a complex system of systems that exist within a larger system, each of which has its own attributes and degrees of alignment. OD interventions in these systems are inclusive methodologies and approaches to strategic planning, organization design, leadership development, change management, performance management, coaching, diversity, and work/life-balance."
Burke’ has defined Organizational Development (OD) as a planned process of change in an organization’s culture through the utilization of behavioral science technology, research and theory.
In the opinion of French and Bell “Organizational Development (OD) is a systematic approach to organizational improvement that applies behavioral science theory and research in order to increase individual and organizational well-being and effectiveness”.
Now, I can define that Organizational Development (OD) can be defined as a long-term, more encompassing change approach meant to improve individual as well as organizational well-being in a changed situation and Organizational Development (OD) is basically the application of tools, methods, frameworks, technologies and processes to make your entire organization (that includes people) more productive, innovative and profitable. Organizational Development (OD) is an ongoing, systematic process of implementing positive and effective organizational changes. So therefore Change management (CM) is just one part of Organizational Development (OD).
Organization Development and Change Management (ODCM) prepare employees, the management, and the whole organization to adopt the changes needed to transform the company for good (better).
By means of that I can say that through Organization Development it make sure that your organization is ready for any large scale management shifts or new technology solutions that go along with the transformation in the company it also provide the tools, techniques, and methods to help the organization or the company to improve productivity or resolve the problem inside the organization (downsizing the organizational structure). It also help the company to enhance individual and team development, aligning your employees' on the job behavior and performance with your overall vision, strategy and goals.
So, why we need to care about these things? Well every one want to be successful in managing an organization specially the managers who has a control in their people (employee) isn’t that’s why we take an organizational improvement efforts to begin with to innovate, to reinvigorate, to become even better to increase performance. To prevent the organization from potentially failing before you even start understanding and skillfully executing various principles of change management and Organization Development are a necessity to success.
