Organizational Development and Change

As stated in the course overview, we will integrate change management and leadership communication, given that the two topics are so tightly bound. To understand the interwoven nature of these concepts, it is important to examine how change evolves within organizations and how communication merges with organizational evolution. Let’s begin by understanding the nature of organizations.

It's commonly said that the only constant is change. And, as we are finding, change is a necessary component of everyday life in today's organizations. Doing it better is the mantra for any sensible firm in the 21st century. But how? How do organizations follow this moving target of change while attempting to understand how to do what they do better?

This course is organized according to the foundational framework for organizational change, otherwise known as constant rejuvenation. The course will begin by defining the basic elements of an organization, the system of continuing development within businesses, and the communication strategies necessary to manage organizational change.

It is important to note that organizational development (OD) differs from other planned change efforts, such as technological change or product innovation, in that OD is oriented toward improving the entire system. Keep in mind that organizations do not exist in isolation and therefore must respond to both external and internal forces, which must also be taken into consideration when deciding on the most effective communication strategy. Successful organizations have found a way to exist proactively in a larger environment by managing and communicating planned change. This overview will introduce the foundational components of OD and discuss this field in terms of developing and adapting planned change in an already complex and changing world.