Executive Summary of Learnings

Lynne Forbes-Zeller

Pepperdine University

MSOD 620A – Trans-organization Systems and Strategies

Dr. Chris Worley

 Executive Summary of Learnings

As my MSOD Pepperdine journey is moving to a close, I am reflecting upon my

program experiences and what I have learned. After traveling in three countries with 30

plus cohort, faculty, and advisors, I continue to feel the Pepperdine MSOD experience

has been a transformational one for both my professional and personal growth. Let me

share some highlights of my learnings during the MSOD program.

Organizational Systems, Change, and Human Dynamics

The MSOD program provided me with a foundational understanding of

organizational systems and change, OD practices and tools, team dynamics, and

individual experience. Early in the program, I developed a broad knowledge of the

process of organization development and change. I am leaving the program with the

ability to help organizations prepare for and cope with change by applying behavioral

science knowledge and practices to achieve organizational objectives, effectiveness,

and sustainable growth.

OD Practices and Skills

As a result of complex and rapidly changing business environments, I will find

myself in many different contexts using a wide range of OD methods and processes to

bring about desired outcomes in organizations. During our program, I learned about and

practiced the core OD competencies and skills to design and implement a variety of

interventions. I demonstrated actionable behaviors to influence, communicate my vision,

get buy-in, and move towards change readiness.

Levels of Culture
 I learned the critical need to build and sustain healthy inter- and intra-unit

relationships, that I could help groups understand and be more inclusive with individual

culture, and how they might initiate and manage change. I broadened my understanding

of how individual culture impacts organizational behavior and improved my ability to

support diversity and inclusion. As I work to create business value, I will be mindful of

how I can promote environments where everyone feels a sense of belonging.

Individual Experience

Self as Instrument

In exploring self as instrument, I learned that the accuracy with which I

understand my clients, their problems, and their organizations depends a great deal on

how well I know myself. I must recognize the “lens” through which I filter my perceptions

about organizations and how I prefer to collect and organize information, solve

problems, and make decisions about that information.

Wrapping it up

Throughout my MSOD travels, I thoroughly enjoyed my cultural immersions,

including my consulting engagements, all while in the company of my Pepperdine Chi

Prime cohort. By the end of this program, I learned how to shift organizational systems

to a new paradigm of partnership and performance. Through this process I became a

more sensitive and humbled individual with a renewed sense of responsibility to stay

present and curious about others and the cultures or views that may be different from

mine in this continually changing world. I have learned about myself as a change agent,

and I am finishing this program with a considerable toolbox to practice well-being and

be a more effective OD practitioner.