Organization Development: A Practitioner's Guide for OD and HR

if a group is left alone, they will grow rigid.

So the concept includes unfreezing (destabilising the status quo), movement (creating the motivation to learn – aided by Action Research approach), and then refreezing (seeks to stabilize the group at a new quasi-stationary equilibrium in order to ensure that the new behaviours are relatively safe from regression).

Fourth, write to each person after your visit. Type up the key points from your conversation and suggest a number of ideas or contributions that you could make to their situation.

their role, work priorities and working style.

people’s passion and value and help them to surface and share what matters to them.

The focus on building the relationship is to ‘earn our right to help’

Three-step Model – unfreezing, movement, refreezing

to help others by learning more about how to: increase our tolerance of ambiguity and individual differences; examine our control needs and control roles; lower our needs for external approval and feedback; become able to work on a higher sense of fun and human need.

democracy and participation; openness to lifelong learning and experimentation; equity and fairness – the worth of every individual; valid information and informed choice; enduring respect for the human side of enterprise.