The 8-Stage OD System: From First Meeting to Locked-In Change

Most organizational development dies in the diagnosis.Someone runs a survey, names a culture problem, moves two people, redraws a box on the org chart, and sixmonths later nothing has changed except the chart and everyone's patience. This book lays out a differentway to work - the same eight-stage process I ran as an HR director at StarLightMedia, Preply, and iDeals, andtaught to thousands of practitioners through Mike Pritula Academy. You enter the organization and earn theright to work in it, assess before you prescribe, find the one root cause instead of ten, intervene at the level theproblem actually lives, prove it worked, and anchor the change so it survives the next quarter. It is apractitioner's manual, written from the chair of the person in the room when the sponsor says the team isbroken and asks what you are going to do about it.Start at the entry stage, and work it.