GOOD Network Dot Exercise Data Summary
Gathered at Best Practices Session: June 12, 2015
Introduction
I (Kent Linder) presented a draft “Map of OD” at the GOOD Network Best
Practices Session held at Goodwill Industries in Orlando Florida on June 12,
2015. The map had 12 “major categories” of OD work arrayed on a grid with
the Y-Axis bottom pole being the level of system being affected (bottom is
“Individual” – and the top level is labeled “Organization and its Environment.”
The X-axis was in five bands with the left pole described as: “Organic,
Fleeting/Morphing, Influenceable, Complex to Predict, Reduction distorts –
doesn’t work” and the right pole described as: “Mechanistic,
Fixed/Permanent, Directly Adjustable, Predictable, Reductionism is a reliable
way to study.” The five bands were then labeled (from left to right): Mostly O,
Leans O, Equally M&O/Can’t Tell, Leans M, Mostly M. Before the meeting
started, I had two large facsimiles of the map posted on the wall of the
meeting room. One was an intact working draft and the other was somewhat
deconstructed with each of the 12 “Major categories” on one poster size piece
of paper with book titles from the Addison Wesley Series: OD listed in each of
the categories and a rough list of interventions or OD tools listed as well to
give people a sense of the definitions of the categories.
Before the meeting started and at the end of my brief presentation from the
front of the room, I invited people to place dots on the deconstructed map.
The instructions were posted next to the map and I also reiterated them from
the front of the room at the end of my presentation. Here is how they were
stated on the poster:
I Need Your Help
1. Review the current draft of the Lever/Intervention map on the wall.
2. Place an Orange Dot on areas where you have experience (5 Dots Available)
3. Place a Green Dot on the areas where you would like to learn more or
would like to develop your skills and/or your practice (5 Dots)
4. Add comments/suggestions on a sticky note – color doesn’t matter.
Approximately 30 of the roughly 40 attendees elected to place dots on the
chart. There were no comments or suggestions submitted. Most of the dots
were placed not just in a category, but by a specific book title or intervention.
If there was a doubt about which “sub-topic” the dot referred to, I didn’t make
a guess, I only counted the dots where the message seemed clear to me. This
was meant as a kind of straw poll to stimulate engagement and get feedback
on the map, not a rigorous research study.
Data Summary from GOOD Network Dot Exercise
Gathered at Best Practices Session: June 12, 2015
Major Categories
I
II
III
IV
V
VI
VII
VIII
IX
X
XI
XII
Organization Culture and Habits
Diversity and Inclusion
Organization Strategy & Alignment
Organization Design
Fixed & Semi Fixed Systems, Processes & Assets
Total Quality & Improvement
Team & Intergroup Effectiveness
Change Management & Consulting
Employee & Union / Management Cooperation
Job, Role and Career Enhancement
Coaching & Mentoring
Individual Skills, Knowledge & Perspective Training
TOTAL DOTS (~ 30 participants)
Experience
Know More
14
8
8
2
10
9
17
16
3
20
9
27
143
4
8
8
11
8
11
5
5
5
4
8
9
86
Experience
Know More
27
20
17
16
14
10
9
9
8
8
3
2
9
4
5
5
4
8
8
11
8
8
5
11
By Experience
XII
X
VII
VIII
I
V
XI
VI
III
II
IX
IV
Individual Skills, Knowledge & Perspective Training
Job, Role and Career Enhancement
Team & Intergroup Effectiveness
Change Management & Consulting
Organization Culture and Habits
Fixed & Semi Fixed Systems, Processes & Assets
Coaching & Mentoring
Total Quality & Improvement
Organization Strategy & Alignment
Diversity and Inclusion
Employee & Union / Management Cooperation
Organization Design
By Development Interest
IV
VI
XII
II
III
V
XI
VII
VIII
IX
I
X
Organization Design
Total Quality & Improvement
Individual Skills, Knowledge & Perspective Training
Diversity and Inclusion
Organization Strategy & Alignment
Fixed & Semi Fixed Systems, Processes & Assets
Coaching & Mentoring
Team & Intergroup Effectiveness
Change Management & Consulting
Employee & Union / Management Cooperation
Organization Culture and Habits
Job, Role and Career Enhancement
Experience
Know More
2
9
27
8
8
10
9
17
16
3
14
20
11
11
9
8
8
8
8
5
5
5
4
4
Sub-Topics (All Listed in Outline Order)
I
I
I
I
I
II
II
II
II
II
III
III
III
III
III
III
III
III
III
IV
IV
IV
IV
IV
IV
V
V
V
V
V
V
V
V
V
VI
VI
VI
VI
VI
VI
VII
VII
VII
VII
VII
VII
VII
Building a Dynamic Corporation Through Grid
Diagnosing & Changing Organization Culture
Culture Change
Values Clarification & Alignment
Work Out
Multinational Organization Development
Sexual Harassment Policy & Sensitivity Training
Cross Cultural Training
Diversity Council
Business Case for Diversity
Organization in a Changing Environment
Open Systems Mapping
Strategic Planning
Business Model Innovation
Mission/Vision Definition & Alignment
Leadership Alignment
Organization Renewal
Future Search Conference
Action Learning
Designing Complex Organizations
Matrix Organizations
Designing Organizations for High Performance
The Dynamics of Organization Levels
Organization Design
Sociotechnical Design
The Technology Connection
Physical Settings and OD
Alternative Work Schedules
Pay and OD
IT Systems
Fixed Equipment & Layout
Shift/Work Schedules & Policies
Accountability & Reward Systems
Policy and Procedures Manuals
Total Quality: A Users Guide for Implementation
Benchmarking & Best Practices
Total Quality Management
Business Process Reengineering
Six Sigma
Continuous Improvement
Team Building
Managing in the New Team Environment
Leading Business Teams
Meeting Design
Meeting Facilitation
Team Building
Team Goal Setting & Alignment
Experience
Know More
0
0
6
5
0
0
2
0
3
1
0
0
4
1
1
0
0
0
0
0
0
0
0
0
0
0
1
0
0
3
1
1
2
2
0
2
1
2
4
0
0
0
0
1
5
6
1
0
1
1
1
0
0
0
5
0
1
0
1
1
0
1
1
2
1
0
1
1
1
3
3
1
0
0
1
0
2
1
0
3
1
0
0
1
1
5
4
0
0
0
0
0
0
0
VII
VII
VII
VIII
VIII
VIII
VIII
VIII
VIII
VIII
VIII
IX
IX
IX
IX
X
X
X
X
X
X
X
X
X
XI
XI
XI
XI
XI
XII
XII
XII
XII
XII
XII
XII
Intergroup Relationship Building
Confrontation Meeting
Problem Solving
Feedback and OD
Organizational Transitions: Managing Complex Change
Managing Transitions
Process Consultation (Combined the two volumes)
Stream Analysis
Company Wide Surveys
Participative System Diagnosis
Consulting Process
Employee Stock Ownership Plans
Employment Security Policies and Plans
Union / Management Collaboration
Quality of Work Life
Work Redesign
Career Dynamics
Work/Job Design
Job Descriptions
Strategic Career Moves
Role Clarification
Responsibility Charting
Employee Engagement
Career Path
Interpersonal Peacemaking
Process Consulting
Conflict Management
Mentoring
Executive Coaching
OD: It’s Nature, Origins & Prospects
Work Based Learning
Sensitivity (T Group) Training
Self Awareness Tools & Instruments
Multi-rater Feedback (360°) Feedback
Leadership Skills Training
Training & Development
0
0
2
0
1
2
2
0
7
0
4
1
2
0
0
1
0
2
8
0
1
1
4.5
2.5
0
2
2
2
2
0
0
1
1.5
7.5
6
3
2
3
0
0
1
0
1
1
0
1
1
1
1
2
0
1
0
0
0
1
1
1
0
0
0
4
2
1
1
0
1
1
2
1
0
2
By Experience (All Items Listed)
X
XII
VIII
VII
XII
I
I
VII
X
III
VI
VIII
XII
V
II
X
X
II
XI
VIII
VII
V
XI
VIII
XI
IX
XI
VI
VI
V
XII
X
VI
VII
V
XII
X
X
V
VIII
III
VII
V
IX
III
II
I
Job Descriptions
Multi-rater Feedback (360°) Feedback
Company Wide Surveys
Team Building
Leadership Skills Training
Culture Change
Values Clarification & Alignment
Meeting Facilitation
Employee Engagement
Strategic Planning
Six Sigma
Consulting Process
Training & Development
IT Systems
Diversity Council
Career Path
Work/Job Design
Sexual Harassment Policy & Sensitivity Training
Process Consulting
Process Consultation (Combined the two volumes)
Problem Solving
Policy and Procedures Manuals
Mentoring
Managing Transitions
Executive Coaching
Employment Security Policies and Plans
Conflict Management
Business Process Reengineering
Benchmarking & Best Practices
Accountability & Reward Systems
Self Awareness Tools & Instruments
Work Redesign
Total Quality Management
Team Goal Setting & Alignment
Shift/Work Schedules & Policies
Sensitivity (T Group) Training
Role Clarification
Responsibility Charting
Physical Settings and OD
Organizational Transitions: Managing Complex Change
Mission/Vision Definition & Alignment
Meeting Design
Fixed Equipment & Layout
Employee Stock Ownership Plans
Business Model Innovation
Business Case for Diversity
Work Out
Experience
Know More
8
7.5
7
6
6
6
5
5
4.5
4
4
4
3
3
3
2.5
2
2
2
2
2
2
2
2
2
2
2
2
2
2
1.5
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
0
0
1
0
0
0
1
1
0
0
1
5
1
2
2
0
0
0
0
4
1
0
1
1
0
1
1
2
1
0
3
2
1
1
0
0
1
1
1
0
1
1
0
1
1
0
1
0
XII
IX
VI
V
IV
VII
VIII
X
IV
IX
V
VIII
III
III
IV
III
XII
II
IV
VII
VII
III
XI
VII
III
VIII
I
IV
IV
II
VI
VII
X
I
V
III
Work Based Learning
Union / Management Collaboration
Total Quality: A Users Guide for Implementation
The Technology Connection
The Dynamics of Organization Levels
Team Building
Stream Analysis
Strategic Career Moves
Sociotechnical Design
Quality of Work Life
Pay and OD
Participative System Diagnosis
Organization Renewal
Organization in a Changing Environment
Organization Design
Open Systems Mapping
OD: It’s Nature, Origins & Prospects
Multinational Organization Development
Matrix Organiztions
Managing in the New Team Environment
Leading Business Teams
Leadership Alignment
Interpersonal Peacemaking
Intergroup Relationship Building
Future Search Conference
Feedback and OD
Diagnosing & Changing Organization Culture
Designing Organizations for High Performance
Designing Complex Organizations
Cross Cultural Training
Continuous Improvement
Confrontation Meeting
Career Dynamics
Building a Dynamic Corporation Through Grid
Alternative Work Schedules
Action Learning
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
2
0
0
3
0
1
1
1
0
0
1
2
0
3
1
0
0
1
0
0
1
0
2
1
0
1
1
1
5
4
3
0
0
1
0
By Experience (Only Items that were Dotted in Experience (Got Orange Dots) are listed)
X
XII
VIII
VII
XII
I
I
VII
X
III
VI
VIII
XII
V
II
X
X
II
XI
VIII
VII
V
XI
VIII
XI
IX
XI
VI
VI
V
XII
X
VI
VII
V
XII
X
X
V
VIII
III
VII
V
IX
III
II
Job Descriptions
Multi-rater Feedback (360°) Feedback
Company Wide Surveys
Team Building
Leadership Skills Training
Culture Change
Values Clarification & Alignment
Meeting Facilitation
Employee Engagement
Strategic Planning
Six Sigma
Consulting Process
Training & Development
IT Systems
Diversity Council
Career Path
Work/Job Design
Sexual Harassment Policy & Sensitivity Training
Process Consulting
Process Consultation (Combined the two volumes)
Problem Solving
Policy and Procedures Manuals
Mentoring
Managing Transitions
Executive Coaching
Employment Security Policies and Plans
Conflict Management
Business Process Reengineering
Benchmarking & Best Practices
Accountability & Reward Systems
Self Awareness Tools & Instruments
Work Redesign
Total Quality Management
Team Goal Setting & Alignment
Shift/Work Schedules & Policies
Sensitivity (T Group) Training
Role Clarification
Responsibility Charting
Physical Settings and OD
Organizational Transitions: Managing Complex Change
Mission/Vision Definition & Alignment
Meeting Design
Fixed Equipment & Layout
Employee Stock Ownership Plans
Business Model Innovation
Business Case for Diversity
Experience
Know More
8
7.5
7
6
6
6
5
5
4.5
4
4
4
3
3
3
2.5
2
2
2
2
2
2
2
2
2
2
2
2
2
2
1.5
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
0
1
0
0
0
1
1
0
0
1
5
1
2
2
0
0
0
0
4
1
0
1
1
0
1
1
2
1
0
3
2
1
1
0
0
1
1
1
0
1
1
0
1
1
0
1
By Development Interest (All Items Listed)
VI
II
XI
VI
IV
IV
VII
V
IX
XII
XII
III
V
VII
XI
X
XII
I
VI
VIII
III
X
IV
XII
X
X
VIII
V
VIII
VIII
III
XII
III
XI
IV
III
III
V
XI
IX
IX
I
IV
IV
I
VIII
VI
Six Sigma
Cross Cultural Training
Process Consulting
Continuous Improvement
The Dynamics of Organization Levels
Organization Design
Confrontation Meeting
Accountability & Reward Systems
Union / Management Collaboration
Training & Development
Self Awareness Tools & Instruments
Organization Renewal
IT Systems
Intergroup Relationship Building
Conflict Management
Work Redesign
Work Based Learning
Values Clarification & Alignment
Total Quality Management
Stream Analysis
Strategic Planning
Strategic Career Moves
Sociotechnical Design
Sensitivity (T Group) Training
Role Clarification
Responsibility Charting
Process Consultation (Combined the two volumes)
Policy and Procedures Manuals
Participative System Diagnosis
Organizational Transitions: Managing Complex Change
Open Systems Mapping
Multi-rater Feedback (360°) Feedback
Mission/Vision Definition & Alignment
Mentoring
Matrix Organizations
Leadership Alignment
Future Search Conference
Fixed Equipment & Layout
Executive Coaching
Employment Security Policies and Plans
Employee Stock Ownership Plans
Diagnosing & Changing Organization Culture
Designing Organizations for High Performance
Designing Complex Organizations
Culture Change
Consulting Process
Business Process Reengineering
Experience
4
0
2
0
0
0
0
2
0
3
1.5
0
3
0
2
1
0
5
1
0
4
0
0
1
1
1
2
2
0
1
0
7.5
1
2
0
0
0
1
2
2
1
0
0
0
6
4
2
Know More
5
5
4
4
3
3
3
3
2
2
2
2
2
2
2
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
II
V
X
I
VI
V
VII
VII
VII
V
II
IX
VII
V
V
III
XII
II
VII
VII
VIII
VII
VII
XII
X
XI
VIII
X
II
VIII
X
X
III
I
VI
III
Business Case for Diversity
Alternative Work Schedules
Work/Job Design
Work Out
Total Quality: A Users Guide for Implementation
The Technology Connection
Team Goal Setting & Alignment
Team Building
Team Building
Shift/Work Schedules & Policies
Sexual Harassment Policy & Sensitivity Training
Quality of Work Life
Problem Solving
Physical Settings and OD
Pay and OD
Organization in a Changing Environment
OD: It’s Nature, Origins & Prospects
Multinational Organization Development
Meeting Facilitation
Meeting Design
Managing Transitions
Managing in the New Team Environment
Leading Business Teams
Leadership Skills Training
Job Descriptions
Interpersonal Peacemaking
Feedback and OD
Employee Engagement
Diversity Council
Company Wide Surveys
Career Path
Career Dynamics
Business Model Innovation
Building a Dynamic Corporation Through Grid
Benchmarking & Best Practices
Action Learning
1
0
2
0
0
0
1
6
0
1
2
0
2
1
0
0
0
0
5
1
2
0
0
6
8
0
0
4.5
3
7
2.5
0
1
0
2
0
1
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
By Development Interest (Only Items of Interest (Got Green Dots) listed)
VI
II
XI
VI
IV
IV
VII
V
IX
XII
XII
III
V
VII
XI
Six Sigma
Cross Cultural Training
Process Consulting
Continuous Improvement
The Dynamics of Organization Levels
Organization Design
Confrontation Meeting
Accountability & Reward Systems
Union / Management Collaboration
Training & Development
Self Awareness Tools & Instruments
Organization Renewal
IT Systems
Intergroup Relationship Building
Conflict Management
X
XII
I
VI
VIII
III
X
IV
XII
X
X
VIII
V
VIII
VIII
III
XII
III
XI
IV
III
III
V
XI
IX
IX
I
IV
IV
I
VIII
VI
II
V
Work Redesign
Work Based Learning
Values Clarification & Alignment
Total Quality Management
Stream Analysis
Strategic Planning
Strategic Career Moves
Sociotechnical Design
Sensitivity (T Group) Training
Role Clarification
Responsibility Charting
Process Consultation (Combined the two volumes)
Policy and Procedures Manuals
Participative System Diagnosis
Organizational Transitions: Managing Complex Change
Open Systems Mapping
Multi-rater Feedback (360°) Feedback
Mission/Vision Definition & Alignment
Mentoring
Matrix Organizations
Leadership Alignment
Future Search Conference
Fixed Equipment & Layout
Executive Coaching
Employment Security Policies and Plans
Employee Stock Ownership Plans
Diagnosing & Changing Organization Culture
Designing Organizations for High Performance
Designing Complex Organizations
Culture Change
Consulting Process
Business Process Reengineering
Business Case for Diversity
Alternative Work Schedules
Experience
Know More
1
0
5
1
0
4
0
0
1
1
1
2
2
0
1
0
7.5
1
2
0
0
0
1
2
2
1
0
0
0
6
4
2
1
0
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
4
0
2
0
0
0
0
2
0
3
1.5
0
3
0
2
5
5
4
4
3
3
3
3
2
2
2
2
2
2
2