Organisational development promotes the notion that a successful change is a planned change and that monitoring of internal and external influences needs to be conducted on a continuous basis. The diagram below shows some of the factors involved and the model proposes that there is an iterative process of diagnosis, involvement, further diagnosis, change, evaluation and reinforcement.
Already the situation is looking complex. We may be trying to effect a change at any level from individual to whole organisation. The Pugh OD Matrix considers some of the structural and contextual factors involved as a basis for moving forward.
The organisational development approach recognises much of the complexity of our organisations and the need for an iterative change process but is nonetheless based on a presumption that a cycle based on careful analysis and planning will deliver a predictable and logical outcome.