Reporting from the Organization Development Network Conference

The OD Network Conference was held October 18-22, 2008 in Austin, TX. As a first-time attendee, I met some of the key influencers in the early days or organization development, learned some new approaches to coaching within a whole systems environment, and hosted the Harnisch Foundation affinity meeting which explored coaching as a social phenomenon.

Most of the attendees I met did coaching as an intervention within their OD practices. They were appreciative when I acknowledged the influence of OD on the emergence of coaching as a distinct field.

Matt Minahan, scribed each days events for OD Network members worldwide. As Mike noted, “keynoter Ori Brafman described his organizational theory by using a metaphor of a spider, which can be disabled by removing its head, versus a starfish, which has no head and which regenerates itself when an portion is removed.

His lesson began with Hernando Cortez’ domination of the Aztecs, and later South America. The Spanish empire then tried to expand north among the Native Americans in what is now Texas, but their organization and leadership was so fluid and decentralized that the Spanish were never able to dominate the far outnumbered Native Americans.

He cited Alcoholics Anonymous as an example of a starfish organization where the creation or elimination of a location in one area would have no direct impact on another. He also cited Toyota, with a strong and controlling hierarchy — very spiderlike — but with plants that are much more egalitarian and democratic — very starfishlike. In the end, he advocated for a blended model, with portions of both.‚Äö√Ñ√π

The key elements of the starfish are a catalyst (like Craig of craig’s list and Mary Poppins); circles (like Bill W. from Alcoholics Anonymous); ideology (common values) ‚Äö√Ñ√¨ in addition to a champion which gives voice to the cause. What came to mind for me was The Harnisch Foundation (the champion who gives voice to coaching), which supports starfish projects like The Coaching Commons, The Foundation of Coaching, and The Gift of Coaching ‚Äö√Ñ√¨ all blended with the spider structure of vision, mission, charters, and goals.

One session in particular grabbed my attention – The History and Influence of Douglas McGregor on OD. One of the panel members, Edith Seashore, was mentored by Douglas in the 1940s (?), and shared that when his Theory X and Theory Y model for management was widely challenged, this hurt him deeply and may have led to his failing health and death. Who could have predicted that his theories would be so foundational and influencial in the modern world. The tidbit I take from this is to follow your own path and not take personally the opinions of others.

All in all it was a great learning and connecting experience – coaching is definitely a key intervention technique within OD.

Let us hear from you if you also attended this conference.