From Kurt Lewin in the first half of the 20th century through Douglas McGregor and Richard Beckhard in the 1950’s, who actually coined the term Organization Development, to all of the other theorists who continue to add to the work of OD, it has become a process that includes humanistic core values, helping relationships, the ability to define and solve its own problems, and to finally become an organization that can provide for its own renewal and development over time. An organization’s commitment to OD is seen as an indicator of their future success.
OD HIstory
According to Anderson (2012)(p. 35-36) OD has evolved, adapted, and changed dramatically in the decades since the first T-groups were initiated. It’s interesting to note that T-group training, which focuses on individuals changing themselves, was also referred to as sensitivity training, human relations training, or encounter groups. Initially, concentration was on individual growth and development through T-groups, action research and survey feedback activities, and emphasis on management practices and employee involvement.
According to Richard Beckhard, one of his six major assumptions in OD work is that decision making in a healthy organization is located where the information sources are, rather than in a particular role or level of hierarchy. In K-12 education, 72% of educators are women, so it makes sense that more woman need to take on leadership roles in order to effect change in education.
In This Issue
In this issue of Influencial Women Today, we will see how women leaders in education are applying the theories and practices of organizational development to lead transformational changes in their own organizations. Some of the articles in this issue include Action Reseach, by Tasha Ritter. She explains how she is using this tool to help her school district expand mainstreaming for special education students. In Data Gathering by Jamel Thompson, you will learn why getting the right information using the right method is critical before making a change in an organiztion. In a book review by Tamarah Tilos about Becoming Athena; 8 Princiapls of Enlightened Leadership by Martha Mayhood Mertz, you will learn about the ALM or Athena Leadership Model. Elizabeth Pratt brings us an interview with Van Ton Quinlivan, the Vice Chancelor of Workforce and Economic Development of California's Community Colleges. I highlight the skills needed in Decision Making while Jacqueline Urena writes about four models of organizational change featuring founder Kurt Lewin's three-phase model. Kimberly Seheult writes about a Tsunami of Change in an important article about implementing the Common Core State Standards. Elizabeth Pratt shares how using the SWOT approach helps leaders do an environmental scan of their organization to learn about its strengths, weaknesseses, opportunites and threats. You will enjoy La Tonya Parker's interview with Larraine Segil; author, lawyer, senior executive and motivational speaker. Jaqueline Kearns looks at the best ways to work with different models of Consulting Relationships.
More women are leading organizations now than ever before, even though there is still an imbalance, perhaps we are coming to a tipping point. Leading in the 21st century requires all leaders to understand and use the many facets of organizational development theory to increase the effectiveness and efficiency of their organizations in order to achieve their strategic goals. Enjoy this special issue, as it will provide you with tools and inspiration to become a transformational change leader in your organization regardless of your gender!
Michelle Harmeier, editor in chief, is currently working on her Ed.D in Organizational Leadership at Brandman University. She is currently a middel school principal and has 22 years of experience as a teacher and administrator in K-8 public education. She lives with her husband in Northern California.