Lynne Forbes-Zeller

611 Reflection Paper

The challenge I initially wrote about is an organization with decreased market share and
work culture challenges. The company presented a list of problems and asked for help
redefining their culture to support the company vision and mission. During the analysis
stage, I learned they have many conflicting beliefs and ideas such as management
style, what role should a manager emphasize, what is the right balance between
production and creating a fun place to work. They struggle with how to inspire and
engage their employees.
Some of my initial thoughts when interviewing this client were, how do I satisfy the
requirements of the owner and create measurable value. Is this project a fit for me? Do I
have the skills to be successful, what if I fail? What if I cannot figure out how to convey
the value of change? Can I select the correct intervention and communicate their needs
effectively? After journaling, a theme that surfaced is the critical and challenging role of
the OD practitioner.
I found the stories about the radical thinkers in the Age of Heretics invigorating. Their
willingness to be unfashionable or unpopular to bring about positive change reaffirmed
my belief that I must continue to have the difficult conversations. Strategic change may
seem underappreciated, but the effort is a worthwhile path. Our assigned reading
helped me understand the concerns I experience when meeting with clients are not
unusual. Organizational communities are intricate, and the role of the OD practitioner is
not a simple process.