Wednesday, 27 June 2012

SHOD 20 - SHOD Summary

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The Philosophy:
SHOD Framework is an innovation in the field of "Organizational Culture Reengineering". SHOD is a philosophy and a theorized concept in the spectrum of Organization Development and Transformation. As per the SHOD philosophy, Organizational Development can never be sustainable unless it is holistic, unless it takes a systems view of the organization. Organizational Development does not make much sense unless it is sustainable. Another very important aspect of the SHOD Framework Philosophy is the belief that Internalized Sense of Ownership and the Resultant Commitment is far more powerful than Contractual Commitment when it comes to how far really the people in an organization would go to produce the best of the results for the organization.

SHOD Core Belief:
An organization is what its people are collectively. An organization is as smart, fast, innovative and creative as its people are. Essentially, an organization is a reflection of its people. If your people are on your side, almost nothing can stop you from achieving your goals as a business organization.

People First, Processes Next:
SHOD is about working with people, and not processes, procedures, practices, systems and policies, to influence the Collective Belief System and have an impact on the Organizational Culture. Once an instance of change or development is seeded in the very culture of the organization, it simply persists and guides the way the people in the organization behave.

Optimizing Expectations:
The SHOD philosophy is also about optimizing expectations. It says, “Target the ‘most obvious and certain’. The ‘not so obvious’ and ‘not so certain’ will be taken care of consequently, in the process. That’s easy. Is not it?”

Lean Transformation: 
SHOD takes a lean approach to change, development and transformation. It focuses on reorientation and a shift in perception, rather than instances of big and disruptive changes. Literal changes are only made in the processes, procedures, policies and practices when reorientation and shift in perception are not enough to deliver the desired or targeted results or impact. Also, literal changes are made when it is desired to combine the impact of 'reorientation' with that of 'literal changes' to achieve the targeted results or impact.

Owning the Change:
Re-orientating people's viewpoints to see the interconnections in a system is probably a small change in mindset. However, the positive impact of changes in 'procedures, processes, policies and practices' that follow, as a result, are sometimes pretty large. Because, once people have made that change in mindset, other changes will possibly be perceived natural, and thus will be accepted easily. And, this happens especially when the people feel that they own the change, they want it and they are a part of it!

Less Risky:
As per SHOD, small changes to a Running System (a business organization) are more suitable than bigger changes in terms of the risk of breaking the system. A gradual progress towards the desired state is relatively more sustainable.

Holistic Harmonization:
Since it takes a holistic view of the organization, reorientation in or changes in different contexts and areas or aspects of the organization are harmonized to build a sustainable and coherent process of change, development and transformation.

Inexpensive Proposition:
In case of SHOD, in most of the cases, the targeted instance of transformation or development or change is achieved through reorientation and shift in perception.  SHOD does not usually require huge disruptive changes in organization's processes, policies, procedures and systems. And, usually, it does not require the organization to build or bring in big and expensive systems.

SHOD typically works just fine within the existing infrastructure of organizational processes, procedures, policies and systems. SHOD is inexpensive, but absolutely effective. It gets you the desired results. And, it is driven by a person internal to the organization in question. That makes SHOD still more inexpensive. SHOD helps an organization in shifting its focus from Transactions to Transformation.

The Magic of Ownership:
SHOD focuses on instilling a sense of ownership in the people of an organization. This is not an easy job. Once this goal is achieved to the desired or a reasonable extent, the magic happens. Things change and the organization starts working in a better way towards sustainable development and transformation.

I will really be very gratified if organizations could derive substantial value from SHOD and people could feel better about their jobs and organizations. I am ready to help and will be glad to see it happen. Here is a fascinating discussion on the SHOD Framework, next. I sincerely thank Michael Shell, Janet Brimson and Michael Gold for their valuable contribution in this discussion. Next Page >>

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