The SHOD Framework - Sustainable Holistic Organization Development Framework

Sustainable Holistic Organization Development Framework - SHOD Framework - illustration. Click or tap to view large. © 2012 Debi Prasad Mahapatra

A model

The Sustainable Holistic Organization Development Framework - SHOD Framework - is a model to guide:

1. design and development of organisation development interventions, 

2. design and development of assessments,

3. decisions on placement of interventions, and 

4. assessment of impact of interventions.

I have tried to explain below the Sustainable Holistic Organization Development Framework illustration.

• Element '1' in the illustration is a symbolic representation of a business organization.
• Element '2' is the collective belief system within the business organization.
• Element '3' is the organizational culture.
• Element '4' represents a continuous bidirectional process of feedback between the belief-system and culture.
• Element '5' depicts that changes are planted in the collective belief-system through suitable interventions.
• Element '6' depicts that changes planted in the collective belief-system get reflected in the organizational culture.
• Element '7' indicates that changes reflected in the organizational culture manifest in changes in behaviours - the visible manifestation of organizational culture - within the business organization.
• Element '8' depicts that changes in behaviours lead to change in results.
• And element '9' depicts that change in results reinforces and reshapes beliefs, which in turn continue to influence and get influenced by the culture, making the whole arrangement more or less sustainable.

A bit of context

20 April 2019: When I worked as an Organization Development Practitioner in 2012, I needed a simple model

• that had the Culture and Belief elements depicted as two separate but connected components within the organizational Culture big picture.
• to guide (a) my own thoughts and ideas around design and development of organisation development interventions and assessments, (b) decisions on placement of interventions within the ‘Belief Culture Behaviours Outcomes’ ecosystem, and (c) assessment of impact of the interventions. 
• to help me present, discuss, review, explain and advertise the interventions, the assessments and the outcomes of the interventions within the organizational context.

It was about using the model to depict whether an intervention was designed around the culture element or the belief element, whether an assessment was designed around the behaviour element or the results element etc. 

And I created the Sustainable Holistic Organization Development Framework - SHOD Framework - based on Organizational Behaviour, IO Psychology, Organizational Change Management Methods, and the basic idea that I had already generated back in 2010!! I have mentioned the Sustainable Holistic Organization Development Framework in the two below mentioned whitepapers presented and published in the international IEEE conferences on Global Software Engineering.

• Organizational Behaviour Engineering for Sustainable Global Software Development: IEEE ICGSE 2016, Orange County, California, USA, Electronic ISBN: 978-1-5090-2680-7[Link]
• Offshore Supplier to Preferred Partner: A journey: IEEE ICGSE 2015, Ciudad Real, Spain, Electronic ISBN: 978-1-4799-8409-1[Link]

The Sustainable Holistic Organization Development (SHOD) programs that I had designed and run were long-term organization-level transformational culture-reengineering programs that cut across diverse projects, teams, subcultures and levels across the organization. These programs involved working with diverse ‘point of views’ and bringing those together to generate benefits for my stakeholders. Here is an example of application of the SHOD Framework and the resultant outcome[Link] that was achieved.

▪ 2010: Generated the basic SHOD Framework idea

▪ 2011: Did specialized OD research during and post my management education at IIM Lucknow

▪ 2012: Created and published the SHOD Framework

▪ 2012: Designed SHOD PMP Program for Individual Contributors

▪ 2012: SHOD PMP Program Theme: Performance Management

▪ 2012: Created SHOD PMP Surveys and Assessment Mechanism

▪ 2012: Created a SHOD Intervention for the SHOD PMP Program

▪ 2012-17: Conducted 22 SHOD PMP Workshops with 279 participants

▪ 2012: Positive perception-shift achieved in the Targeted SHOD PMP Aspects: 55%

▪ 2012: Action items derivation based on findings from SHOD PMP Workshops

▪ 2012-14: Programs and initiatives were created in response to the SHOD Action Items

▪ 2012-14: Monitoring of progress on SHOD PMP Program Action Items

▪ 2014: Designed the SHOD C&O Program around 'Collaboration and Ownership' in Desigo CC

▪ 2014: Designed and Deployed SHOD Effective Performance Evaluation Discussion Framework

▪ 2015: SHOD (V2.0) HiPer Program Theme: People Development and Work Culture Re-engineering

▪ 2015: Designed and implemented the SHOD HiPer (SHODH) Program for Managers

▪ 2015: Version 2.0 of the SHOD PMP Program with a focus on High Performance Culture

▪ 2016: Designed “Strengthening Line Management” Workshop for new People Managers

▪ 2012-17: The SHOD Programs Intervention Team: Business Segment Head & Sponsor, HR Business Partner, and the SHOD Practitioner

▪ 2018: The SHOD Framework has been utilized in creating the Human-Centric Agility Framework[Link].