OUR INSIGHTS
Constant learning is a strong value at ODA. What keeps us going is the constant endeavour to be thought leaders who positively impact our world.
Jacinda Ardern, Athena of The Modern times
Seven days ago, last Friday, New Zealand witnessed something they possibly neverexpected. Muslims who had come to New Zealand from middle east and other Asiancountries, who had formed a brotherhood and a close knit community, usuallyconnected and met other members
First time managers – A transformation journey
One of the first touchpoints of an employee’s experience with the organization is through his/ her manager. From goal-setting to receiving timely feedback, from getting recognized to building a career – the employee looks to the manager for support. A
First Six months in a CXO role.
The organisation did an extensive search and from many candidates the consulting firm suggested, finally selected one. The board also met the candidate and everything seems to be perfect. The HR head, the CEO and also
Organisational Values – The Hidden Factor
In the last 4 weeks, we received quite a few invitations from multiple organizations across diverse sectors to provide our approach to define/ align values to the organizations’ purpose, mission and values. Does this means there is more interest among
Rhizomtic thinking and organisation development
Recognizing OD (organisation development) as an ever-evolving confluence of multiple disciplines; psychology, sociology, philosophy and management has been exhilarating for me. While I look at the history of OD and its stages of evolution it’s fascinating to see how parallel
From Diagnostic OD to Dialogic OD
As per the traditional view ‘an organisation becomes what it becomes because of the direction, programs, plan chosen by the dominant coalition in the organisation and implemented through the administrative system designed by them’. This construct could be limiting
