Question 1

What is the ideal experience I want from being part of the ODLG community?

Table #1:

• Networking, to get to know others
• Learning
• Exposure to OD tools
• Finding Opportunities
• Bridging education to the real world
• Getting OD out to the World, Businesses
• Expanding others knowledge about “What I do”
• Weekend “Marketing Toolkit” – Spend a weekend together defining what tools we need to market ourselves as OD practitioners and walk away with a tool-kit

Table #2:

• Connect to local great minds – powerful speakers and topics
• Person to person interaction and online interaction
• Not only good new ideas, but applicable ones
• Learning in addition to networking
• Group as professional touchstone / sounding board
• Continuity and sense of community that grows from it
• Leaving feeling empowered, re-tuned, energized
• Leave hungry to learn more

Table #3

• Theory and practice / Definition of OD – intense discussion and reflection, debate, learning
• Flexibility with time of meetings
• Trends and changes in the OD practice
• How has fears of economic downturn influenced the OD field?
• Sense of community and home-base
• Stay in touch with OD theory and practice
• Learning, sharing and learning through interaction
• No strings attached, no hidden agendas, authenticity

What skills and experience could I contribute to the community that could be valuable to others?

Table #1

• Corp experience & marketing
• Union experience
• Conferences
• Volunteer for Operations
• Quaker insight/religious
• Cross-cultural experience/HR community service
• Leadership/Spiritual Development – Communicate OD
• Teamwork/military/PM
• Play
• Musical
• Improv
• Community
• Cynic

Table  #2

• Asking Questions
• Responsiveness & engagement
• “Doing” OD in non-related fields –fringe
• Landscape architect – transferable skills
• Communicating in metaphors & stories to increase understanding
• Saying ‘yes’ to opportunities even if unsure
• Sharing a mentoring experience
• *Giving our skills & applying ideas to community. Public service – volunteering as part of the structure of the organization.

• (J.M.) Diversity of my experience & background. 25 Years as internal, big CO’s OD & Leadership Approaches, Methodologies eg.
• (G.D.) New tools, worst practices, bad experiences. Unique lenses, not necessarily OD (website, blog, etc)
• (E.B.) Orientation, succession planning, competencies, SWOT & analytical, focus group.

• Create a menu of member skills & experiences

• Use to create sessions
• Create interest groups, resource pools
• Could we use the website?
• Communities of practice, sharing
• Create value in the organization that draw members

• Finding other disciplines, drawing from non-OD experience
• Learning journeys on members interests, organic farming, real or virtual
• Mentoring, practice teams with a mentor
• Session with members anchors- “experts” at 1-3 tables.

How do we see MBODLG in the Future?

 Table #1:

• Change from inward focused to outward focused
• Sponsoring workshops for businesses
• Affinity groups/COE
• More social media centric
• More social
• Experience sharing/mentoring
• The MODEL org for OD

Table #2:

•  There is a structured/better executed mentoring and information/wisdom/experience sharing between those experienced and those new to field

• There is a current skills/current work/experience database – LinkedIn?  Other database?
• There are initial introductions at every program and/or structured networking process to bring greater sense of community and relational connection
• ODLG is a great resource to the community – in skills and service (outreach, education, resume-building, community building, fringe groups/orgs finding us and being found by us)
• We have built Co-Ops
• There is access to quality leadership (thought leaders) at a more casual level.  Academics? Local great minds?  All Affiliated to ODLG
• 2% of OD practitioners is now 10% (or more!)

Table #3

• Impact on MBODLG of millennials – openness, sharing, transparency, receptivity
• What impact will MBODLG have on outside groups?
• Face 2 Face or technology – what balance?
• Expand beyond location?
• Build on diversity, expand beyond OD professionals
• Content Future?
  • Less or more siloed?
• What are the needs as orgs become more virtual?
  • Does need grow for local community?
  • Is it a respite from the technology?
• Rich blend of live and virtual, f2f, and online
  • Introverted and extroverted
  • Accommodates different syles
• Partnerships!