Job Responsibilities
Organizational Change and Leadership Development are the backbone
of corporate LOD programs. My current position focuses on
developing and delivering programs and processes that help line
managers effect change more quickly, effectively and painlessly.
In this role, it is virtually impossible to list specific
activities that will translate to a specific number of hours per
week. When assessing the needs of the organization,the entire
week may involve planning and holding focus groups or individual
interviews, or designing, implementing and reviewing survey data.
In the planning phase, the week could include many hours at the
computer doing research, writing detailed project plans,
designing presentations and speaker notes,and creating a meeting
design. Another week could be spent facilitating an off-site
meeting or coaching HR folks or line managers to facilitate all
or some of a training or work session. The only activity you can
count on is attending a lot of meetings.
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Job Requirements
Having worked as both an external LOD consultant and an internal
OD Project Manager, I have seen a pretty broad array of skill
sets used to determine the right hire. In general, a Masters in
OD or an MBA are required for any position. Companies and
consulting firms with the core business of performance
assessments most often require a PHD in I/O Psychology but will
look at Masters level candidates with strong business experience
and contacts.
Again, the career path varies depending on the LOD model the
company follows. At my company, LOD is a part of HR and in order
to advance, you need to move into other parts of HR like
compensation, benefits or a generalist role. Other companies
have an LOD center of excellence and you can advance within this
specialty on either the Leadership or Organization side of the
ladder. In either case, your career path will begin with
managing a program that is already developed and in place. As
you progress up the ladder, you will need to assume the
responsibility of program design, vendor management, multiple
projects, and much larger programs. At the highest levels, you
will sit at the senior leadership table to determine your
function's part in helping realize business objective through
employee development or organizational change processes. You
will help design strategy and influence the top levelof
management.
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Uppers
OD allows you to be a creative and analytical problem solver. In the best
circumstances, you can make a real difference in the bottom line of a company.
You are highly visible to senior level executives, have the chance to influence
decision-makers and work with people at all levels of the organization. If you
love facilitation and making presentations, you will plenty of opportunity to
stand and deliver. People come to trust your abilities and judgement and seek
you out as an expert in helping them think through or solve problems. If you love
multi-tasking and can thrive in ambiguous, fast-paced situations, the job is very
energizing.
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Downers
You can't have an ego in OD. If you are successful, your client
will call you back but your work is largely getting other people
to create change or find solutions to problems. You are often in
the background. The other big source of frustration is a failed
intervention. You can't control what your client will ultimately
choose to do and there are times that, despite your best efforts,
nothing changes or a program or project gets dropped for no
apparent reason. Finally, there are some organizations that don't
really appreciate what a strong OD department or professional can
do. You can feel invalidated in your work when managers and
executives don't see the value in change management or leadership
training and development.
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Lifestyle
Most weeks involve a standard 8:30 to 5:00 day as an OD consultant. However,
meeting or program design and preparation will likely bring overtime and weekend
work just before and during the event. Things rarely go smoothly and you need to
be ready to resolve last minute problems and agenda rework.
Off-site meetings require travel and can occur as often as once or twice a
month. You are also invited to business dinners, receptions and other social
events more frequently than peers from some other HR functions.
OD people are usually expected to project a confident, professional image in
dress and demeanor. Even in business casual environments, they tend to be
fashionable and professionally attired.
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Compensation
On the corporate side, entry level positions in OD usually start
between $40,000 and $60,000, depending on geographical location.
With 5 years of experience, you can be up to $90,000 and, as a
manager with 8 years or more, be earning $115,000 or more. OD
Directors can command $140,000+ depending on the industry. Banks
and non-profit hospital systems do not usually pay as well as
other industries. You will receive the same bonuses and benefits
as any other HR function.
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Advice to Jobseekers
Leadership and Organizational Development is not as clear cut a
job or career path as other HR functions. It means different
things to different companies. Some companies focus on HR
metrics and you will spend your days working with data about
diversity, hiring and retention, or employee satisfaction. Other
companies see LOD as training and you will design and delivery
training modules for the majority of your time. Still others
look for strategic business partners in their OD professionals
and you will do a lot of consulting work, intervention or program
design, and meeting facilitation. You will learn high level
processes like GE Work-Out or Six Sigma. Find out what the OD
model is for any given organization, how much leadership support
there is for the OD function, what the career path will be, and
what specific projects you will be asked to work on. Avoid
companies where there is an OD "flavor of the month" because the
skill sets and job responsibilities may change radically into
something you don't want or don't know how to do. Keep current
on OD theory and technologies. Most importantly, be sure that
you are a flexible,influential personality who demonstrates
confidence, sound judgement and the ability to build credibility
and relationships quickly. You need to be truly collaborative and
willing to include other people's ideas.
OD is not a career for introverts or people who lack
organizational savvy. It is also not the place for someone who
needs a lot of direction, praise, or structure in their days.
You won't get that. The best OD practioners are great team
players, problem-solvers and independent thinkers. They have
high integrity, a passion for the work, and the confidence to
tell truth to power.
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