Various sources suggest that as many as half of all workers are currently looking for new opportunities. In these quickly evolving times of employee mobility, the new talent war is one of retention. The real focus on the stay-or-go decision, should be on the relationship between the staff and their manager. The time for that work is now, before the wave hits.
The Tuckman Model, coined by psychologist Bruce Tuckman in his 1965 article entitled “Developmental Sequence in Small Groups” describes “Forming, Storming, Norming, and Performing,” as a typical path that most teams follow as they work together. As would be expected, the “Storming” part of team interaction is not always sunshine and rainbows. The take away is to be aware that teams do go through these phases. It is normal, and that in and of itself can bring confidence that you WILL get through it!
Organizational Development works throughout the entire ecosystem to develop an intentionality around the business whose success depends fundamentally on the growth and development of the people whom it employs. Leaders in Agile, more than any other business process, are required to take the “Big Picture” view of the work as it impacts the organization and the people.
OD has to do with being intentional about the organization’s evolution, understanding the talent you have, and building ways to ensure that talent stays and grows with you. OD is about the organization seeing its’ internal SWOT clearly, and about ensuring that clarity translates to effective strategic capability.
