The New Net Positive
The New Net Positive
The New Net Positive Organizational Development (OD) concept is an emerging approach within organizational development that emphasizes creating positive impacts on all stakeholders—employees, customers, communities, and the environment—beyond just generating profits for shareholders. This concept is based on a "net positive" impact, where an organization's overall contributions to society and the environment outweigh any adverse effects it may produce.
Organizations are Facing New Priorities Encompassing:
Purpose. Anchor personal values aligned with team and organizational values, build a foundation of respect and dignity for all workers, make work meaningful so workers can see how their contributions tie to the larger whole, and give workers a meaningful voice in defining and executing the organization’s purpose.
Potential. Design careers for choice and opportunity, invest in worker skills for the organization's benefit, utilize work to develop human capabilities that would otherwise remain untapped, and foster a culture and work environment where workers can grow their ideas and passions to further business and social goals.
Perspective. Define the worker experience around competitive differentiation, create an experience designed for future talent needs, center the worker experience around the work itself, and make purpose the core tenet of the worker experience and talent brand.
Driven by:
Changing Business Landscape. OD practitioners face new challenges as organizations undergo fundamental transformations due to rapid technological advancements, globalization, shifts in work patterns (e.g., remote/hybrid work), and increasing complexity and unpredictability in the business environment.
New Approaches and Tools. OD must evolve its toolkit and delivery models to meet emerging needs. This includes developing new frameworks for hierarchy, leadership, and decision-making, integrating OD services more closely with business functions rather than standalone interventions, leveraging technology, data, AI, and analytics for change management, and embracing concepts such as "net positive OD" and "mirror flourishing."
Shift Towards Continuous Change. There is growing recognition that organizations must be prepared for ongoing, continual change rather than episodic change initiatives and more fluid, dynamic organizational structures.
Focus on Positive Institutions. OD is increasingly emphasizing the development of "positive institutions" that prioritize both financial success and positive societal/environmental impact, fostering individual and collective well-being.
Technological Advancements. The rapid pace of technological change has a significant impact on OD practices, and artificial intelligence, automation, and data analytics are becoming integral to OD strategies. There is a shift towards "digital OD" and the need to integrate digital technology across organizational processes. OD practitioners must develop skills to leverage technology, data, and AI for change management.
Changing Work Patterns. New ways of working are influencing OD approaches. The rise of hybrid and remote work models creates challenges for maintaining organizational culture and team dynamics. OD is needed to help organizations adapt to more fluid, virtual, and dynamic structures.
The future of OD involves adapting to a rapidly changing business landscape, expanding its scope to address broader goals, developing new tools and approaches, and helping organizations become more agile and have a positive impact.
The New Net Positive OD will help organizations evolve their knowledge, skills, competencies, and leadership to meet these emerging challenges and opportunities.
Vital drivers shaping the future of organizational development (OD) are:
Remote Work and Hybrid Models: The shift to remote and hybrid work, accelerated by the COVID-19 pandemic, has changed how teams collaborate, communicate, and develop. OD must prioritize virtual collaboration, digital tools, and new leadership styles for decentralized workforces.
Digital Skills and Reskilling: As job roles evolve due to technology, OD will play a critical role in upskilling and reskilling employees to meet the demands of digital workplaces.
Focus on Well-being: As mental health and well-being become critical workplace priorities, OD must address the need for holistic support systems that prioritize employee engagement, work-life balance, and mental health resources.
Multigenerational Workforces: With Traditionalists, Baby Boomers, Gen X, Millennials, and Gen Z working side by side, OD must address different communication styles, motivations, and career development expectations.
Next-Gen Leadership: Developing future-ready leaders is a key priority. OD increasingly focuses on leadership competencies, emphasizing emotional intelligence, adaptability, and inclusivity.
People Analytics: There is a rising demand for data-driven decision-making in HR and OD. By leveraging people analytics, organizations can assess performance, identify trends, and proactively address workforce challenges.
Technological Advancements: The rise of digital organizations, advanced data analytics, and virtual designs will play a significant role. OD practitioners must leverage these technologies to enhance organizational effectiveness and employee engagement.
Talent Management: There will be a stronger focus on talent management, including building leadership pipelines and enhancing leaders’ people skills. This is crucial for addressing technological innovation and global talent shortages.