Tools and tips or old heads and hands

I am speaking again for the CIPD, the UK and probably Europe’s, most informed institute of HR, later this month.  They are holding a conference on change and one of the streams is OD.  I have been asked to do a piece on practitioners experiences.  Particularly they wanted some tools and tips for OD people.

Why does every one want the silver bullet without thinking about the gun and the gunslinger? I do think models and tools are cool, I collect so many it’s crazy. However, as the old saying goes, a poor workman blames his tools. You, me , everybody should think of ourselves as tools for change and leadership and stop searching for the silver bullet, the stake through the heart of dictatorial leaders, or the holy grail of change.  Truth is, there isn’t one – there are some great models, our’s for example, but they are only useful in the right hands, the right place and used the right way. That’s what we should be thinking about when we explore OD, less tools and more craftsmanship. 

Many years ago I did an apprenticeship in Electrical Engineering, four years of study, practice and carrying older more experienced craftsman’s tools.  It was not the prefect way to learn, but it was a blend of practice, theory and old hands passing on tips and experience.  As HR managers and line managers getting involved in change implementations, seeking help from consultants or  specialists in OD, maybe we should see if they have been through an apprenticeship somewhere…. at least in concept if not in reality. 

Tools in the wrong hands can create havoc – a craftsman knows how to use them, when to use them and the best tool for the job. Consultants should be treated the same – check their previous work, find out about their tools and their pedigree as practitioners. 

Here’s a secret, pass it on.. there is no ultimate model of change that works, just some tools in the right hands used in the right way.