Organization Development is a dynamic, values-based approach to systems change in organizations and communities. Creating the right Agile mindset has always been a challenge for IT organizations. Can we use a OD lens to get it right ?

1. AGILE MINDSET THROUGH AN OD LENS

2. ORGANIZATION DEVELOPMENT
Dynamic, values-based approach to systems
change in organizations and communities. It
strives to build capacity to achieve and sustain a
new desired state that benefits the organizations
and communities
Based on management sciences, psychology, sociology,
philosophy, social psychology, anthropology, etc
OD practice is based on research and theory

3. WHAT IS AGILE MINDSET ?
• HOW WE TAKE FAILURE
• ABILITY TO ADAPT
• MUTUAL RESPECT
• COLLABORATION
• CONTINUOUS LEARNING
• ETC, ETC

4. IS AGILE MINDSET SPECIFIC TO AGILE PROJECTS
ALONE ?
IS IT NOT APPLICABLE TO TRADITIONAL
WATERFALL PROJECTS ?
QUESTION
WHAT HAS CHANGED ?

5. WORK CONSISTS OF
SKILLS
KNOWLEDGE
TASK
BEHAVIOUR ?

6. BEHAVIOUR
GENES
NEEDS VALUES
BELIEFSASSUMPTIONS
FEELINGSEXPERIENCES

7. BEHAVIOUR

8. BEHAVIOUR
HOW DO WE UNDERSTAND THIS ?
HOW DO WE CHANGE THIS ?

9. To change
behaviour/mindset, we
have to change the way we
learn, and what we learn

10. ACQUIRED LEARNING
ADAPTIVE LEARNING
TWO TYPES OF LEARNING

11. ACQUIREDLEARNING ADAPTIVE LEARNING
• Acquiring new
knowledge and skills
• Become efficient in
executing tasks
• Improving your self-
awareness
• Shift in worldview,
belief, assumptions and
value systems
• Helping the mind to
deal with increasing
levels of complexity

13. Acquired Learning
Similar to adding more
applications to a computer
system
Adaptive Learning
Similar to upgrading the system
with a new OS

14. HOW DO WE ACHIEVE
ADAPTIVE LEARNING

15. STRATEGIES &
TECHNIQUES
What we Do
RESULTS
What we Get
ASSUMPTIONS
Why we Do What
we Do
SINGLE-LOOP LEARNING
THE MOST COMMON
STYLE OF PROBLEM
SOLVING
DOUBLE-LOOP LEARNING
QUESTIONING THE
UNDERLYING ASSUMPTIONS,
VALUES & BELIEFS BEHIND
WHAT WE DO
LEARNING LOOP

16. • PSYCHOMETRIC TOOLS
• COACHING
SPECIFIC TOOLS/METHODS
FOR ADAPTIVE LEARNING
• HUMAN PROCESS LABS (T-GROUPS)
• GROUP RELATIONS CONFERENCE
(TAVISTOCK)
• PROCESS CONSULTING

17. “Human Beings are work-in-progress”

18. CHANGING BEHAVIOUR AND MINDSET IS NOT
JUST A FUNCTION OF THE INDIVIDUAL
IT IS A FUNCTION OF :
• INDIVIDUAL PROPENSITIES
• ORGANIZATION CONTEXT
• WORLDVIEW OF THAT ERA
CAVEAT

19. EXISTENTIAL UNIVERSAL MAPPER
BASED ON DR CLARE GRAVES MODEL OF LEVELS OF EXISTENTIAL
UNIVERSES
HUMAN BEINGS EVOLVE PSYCHOLOGICALLY, AND THE WAY WE
UNDERSTAND THE WORLD CHANGES
TOOL FOR UNDERSTANDING ONE’S BEHAVIOUR BASED ON OUR VALUES,
NEEDS, WANTS, BELIEFS, ASSUMPTIONS, ETC
AT THE TEAM LEVEL, HELPS UNDERSTAND AND RESOLVE DISSONANCES
AND WASTAGE OF HUMAN ENERGY
AT THE ORGANIZATION LEVEL, HELPS UNDERSTAND THE CULTURE AND
IDENTIFY AREAS TO WORK WITH (EMPLOYEE ENGAGEMENT, INTER-
DEPARTMENTAL CONFLICT, IMPROVE DECISION MAKING &
COMMUNICATION, ETC)

20. THANK YOU
vijaya@dreampipe.in
Dreampipe Consulting
(IT and OD Consulting)

21. DOES FORCE CHANGING
BEHAVIOUR CHANGE MINDSET ?
QUESTION