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Organizational Development as a Change Process

Updated: Jul 12

Ale Marroquin

When I began my professional journey, I had no idea about the array of tools I needed to complement what I learned in university. There are countless topics not covered in academic programs that are essential for excelling and facing challenges.

Some skills I acquired through experience, trial and error, or as I like to say, "the hard way." At other times, I recall asking my bosses for more training to learn how to close sales, negotiate, handle objections – topics beyond just technical matters. While they supported this, there was a need for more soft skills to continue on the path of organizational development to initiate a change process.

When I decided to become independent and start my consultancy in communication, leadership, and executive presence, I discovered a vast world of tools, techniques, and theories that I wish I had been exposed to earlier. I always said, if I had access to these earlier, I would have progressed much faster.

One of my great passions is sharing this knowledge, these tools. While they may not be revolutionary and have been around for generations, I've found that many professionals overlook them because the daily grind, the drive to meet targets, and the pressures to excel take precedence over simply being present.

In one of my recent posts, I discussed the difference between doing and being to make things happen. I described the distinction between doing, doing, doing, and not being. Supported by organizational development to generate change processes, you'll discover greater teamwork, more collaboration, people who are more centered and willing to offer value.

Hands together

This past year, one of the main budget cuts was for personnel development. In my opinion, this should be a priority, not just because it's what I do. The human factor is essential for achieving results and continuing the evolution of organizations. In this crisis, we've felt fears, uncertainties that we've all experienced, and many of my clients think they're the only ones going through it.

Rarely do they connect with others to ask if they're experiencing the same thing for fear of appearing vulnerable. Many people have gone through emotions that are different for each individual, yet everyone has experienced the anguish caused by the COVID-19 virus in one way or another. For most, these emotions cloud their judgment, preventing them from seeing clearly, finding innovative ideas, seeking different resources, or creatively facing their challenges.

Navigating this process alone is challenging, which is why I believe that when organizations invest in programs that promote organizational development, they break free from hidden habits that hinder this change process.

When individuals feel valued as human beings, receive support to accelerate their potential, strengthen their abilities with these soft skills, and are driven to achieve results, that's when impactful ideas and results are generated. The return on this investment is monumental.

So tell me, as a leader in your organization or as a change advocate, what are you doing to support organizational development as a change process?


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