Organisational Development Matters

Group dynamics - the behaviours and processes which occur when a group interacts

Growth mindset - understanding the elements of a growth mindset and how this can lead to greater motivation and achievement. Also, the link to learning and neuroplasticity.

Self aware - awareness of how you think, feel, behaviour and react physically in different situations.  Also, awareness of what you don’t know and how you can support leaders in building trust, credibility and creating a culture where learning can lead to greater innovation.

Use of self - moving beyond content knowledge only, to be aware of one’s own patterns of behaviour and impact on others and how this can be used to support and advance the work of your clients.

Group dynamics

What are they? 

Group dynamics are the behavioural and psychological processes that occur within a group or between different groups. The term was originally used by Kurt Lewin. 

It refers to the "nature of groups, the laws of their development, and their interrelations with individuals, other groups, and larger institutions" (Cartwright and Zander, 1968). 

Group dynamics can be used as a means for problem-solving, teamwork, and to become more innovative and productive as an organisation as whole.  

Interventions focused on group dynamics may include team coaching, action learning and other team development interventions. 

Why would I use them? 

When groups are working effectively, they tend to be more productive and more able to deal with problems and challenges. 

Helping teams become aware of their own internal and external dynamics will allow them to improve performance, make better decisions, allow natural leaders to emerge and improve group discussion. 

When would I use them? 

Activities that encourage participants to engage in active dialogue about issues will help the  group to work with its own dynamics and allow participants to challenge to develop a better understanding of their own impact on group dynamics. 

You may be required to feedback to groups on observed behaviour to raise awareness of group and personal behaviour patterns which may positively or negatively impact the dynamics or effectiveness of the group.  This can help build an environment based on trust and information sharing. 

Read: How Emotionally Intelligent is Your Team? - Good Practice 

Watch: The psychology of group dynamic - Dr Alan Watkins 

Listen: The Dynamics of Team Coaching - Center for Creative Leadership 

Growth mindset

What is it? 

To support learning and development in others, OD Practitioners require an understanding of the elements of a growth mindset and how this can lead to greater motivation and achievement.  

Growth Mindset is a concept which came into being during the 1970s.  A growth mindset is essentially a set of attitudes or ways of thinking based on our point of view, but which can be changed, developed and grown. Recent developments in neuroscience have allowed us to understand more about neuroplasticity and the brain’s ability to change through learning.   

Why would I use them? 

As an OD Practitioner you are involved in organisational health and enabling people to achieve their potential in order to improve the outcomes for the public service in Scotland. 

You will be creating spaces and interventions where people can explore and develop as well as learn to solve their own problems. 

Your understanding of interdependence and connections across the organisation and being able to look at the big picture will support leaders to think strategically about proposed change. 

Development interventions (such as individual coaching or group development) can include techniques such as questions which enable new ways of looking at situations, empowering people to build their own capability, and holding the content and process in equal importance. 

When would I use them? 

By understanding the conditions, you are operating in, you will be able to identify the interventions which will be most relevant in the circumstances which support a growth mindset. 

Read: A summary of growth and fixed mindsets - Carol Dweck  

Watch: The power of believing that you can improve - Carol Dweck 

Listen: Does your workplace have a growth mindset? - Carol Dweck

Self-Awareness

What is it? 

Self-Awareness is an understanding of how you think, feel, behave and react physically in different situations – an understanding of the inner place from which you operate. 

Practicing self-awareness will allow you to recognise your habits, raise attention and awareness of your patterns of behaviour and allow you to realistically assess yourself. 

Why would I use this? 

As an OD practitioner you will often be working in situations which are emerging and complex.  It is important you are aware of your own responses in these circumstances and are able to self-regulate.  For example, some challenging circumstances may affect you and impact your rationale thinking and emotions.  You therefore need to be able to redirect your disruptive moods, so they do not negatively impact your decision making and your ability to communicate effectively. 

When would I use them? 

Self-reflection should a part of your practice however, you may find this practice challenging.  It involves asking the right questions focused on “what” rather than “why”. 

It is often helpful to have a list of questions to use as prompts for self-reflection which can take place at any time.  It may be particularly useful before and after specific activities, meetings etc. 

Self-reflection can also be assisted by engaging in supervision, group supervision or coaching as having an independent facilitator will assist in the process. 

Read: Managing use of self for masterful professional practice - David W. Jamieson, Matthew Auron, and David Shechtman

Watch: The importance of self-awareness for leaders - Good Practice 

Listen: The way to be more self-aware - Tasha Eurich 

Use of self

What is it? 

The use of self is a concept which was identified in the early stages of OD theory being developed and it has roots in Gestalt Psychology which views the self as fluid and able to change within its current environment.  Other views (e.g. Winnicott) are that your behaviours are deeply rooted in early childhood experiences. 

Use of self is about moving beyond content knowledge only, to be aware of one’s own patterns of behaviour and impact on others and how this can be used to support and advance the work of your clients. 

The way in which you act upon observations, values, feelings and use this knowledge of yourself to stimulate action in your clients.  

Why would I use them? 

Your awareness of your perceptions, choices and actions will allow you to have greater capacity to be an effective change agent for your clients bringing about better results. 

It will allow you to self-manage in emerging, or uncertain situations and operate in different contexts. 

When would I use them? 

There is no defined or prescribed time to make use of self, but a developed understanding of our own reactions and abilities will allow you to act on your thoughts and feelings to advance your work with your client. 

Mee Yan Cheung Judge states in her research on Use of Self that when we know ourselves, we can draw on positive aspects to positively impact the current situation. 

Read: The self as an instrument: a tool sheet for OD practitioners - Mayvin 

Watch: The profile of an effective OD practitioner - Dr Mee-Yan Cheung-Judge 

Listen: What does it take to be skilled in ‘use of self’? - Dr. Mee-Yan Cheung-Judge