Organizational development skills

Organizational Development Skills
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Organizational Development Skills
Organizational developing skills enable administrative leaders to mobilize individual competencies and organizational resources towards solving existing problems within the organization. The skills also help organizational leaders to strategically position the company on the right path towards the achievement of the set goals and objectives.
Indeed, organizational development skills can be applied effectively towards promoting sustainable change in the military. To successfully implement change in the military in a sustainable manner, more than just sustainability reporting and resources are needed. For instance, well-founded organizational developing skills are required that recognizes ecological and social vulnerabilities. Additionally, it identifies the potential for improvement and reviews the progress of measures initiated are also needed. To do so, leaders in the domain must continuously reevaluate their change agenda, motivate, put forth a solid action plan, mobilize and empower stakeholder teams and assemble resources (Henderson et al., 2015).
Next, within an organization, the climate of change can occur in two forms: discontinuous and continuous. In discontinuous organizational change, the climate of change occurs more abruptly changing management structures and organizational process which required flexibility and mobility (Lord et al., 2015). Here, organizations have to adapt to new conditions more and more quickly.

On the other hand, continuous change is a progressive process of change that usually does not stop (Anderson, 2016). The main goal here is to ensure that the organization keeps up with the existing developments in the economic environment or to adjust organizational culture.
Last but not least, with regards to sustainability, organizations can adopt a discontinuous change process if they want to achieve or change a specific and immediate change aspect. Adopting a new sustainable technology is one-way discontinuous change can play a part in sustainable change. However, sustainability is perhaps more suited to a continuous change process that ensures that an organization is on a progressive change process and at par with the existing sustainability issues.
References
Anderson, D. L. (2016). Organization development: The process of leading organizationalchange. Sage Publications.
Henderson, R., Gulati, R., & Tushman, M. (Eds.). (2015). Leading sustainable change: Anorganizational perspective. OUP Oxford.
Lord, R. G., Dinh, J. E., & Hoffman, E. L. (2015). A quantum approach to time and organizationalchange. Academy of Management Review, 40(2), 263-290.