OD Adjacent Fields

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You might be surprised to learn that your scores indicate that instead of Organization Development, you are more likely to enjoy being a “Business Intelligence Analyst." In this position you'll spend time collecting, analyzing, and presenting performance data to support the decision making of business leaders! Though this is related to OD, it is a different profession entirely. However, OD can provide a distinct advantage in this profession. Keep reading if you'd like to learn more!

Although a portion of your scores resemble the interests of an OD practitioner, they collectively indicate that you may be more interested in a field that adjacent to OD - Executive Coaching! Though this is related to OD, it is a different profession entirely. However, OD can provide a distinct advantage in this profession. Keep reading if you'd like to learn more!

Although a portion of your scores resemble the interests of an OD practitioner, they collectively indicate that you may be more interested in a field that adjacent to OD -Human Resources! Though this is related to OD, it is a different profession entirely. However, OD can provide a distinct advantage in this profession. Keep reading if you'd like to learn more!

Although a portion of your scores resemble the interests of an OD practitioner, they collectively indicate that you may be more interested in a field that adjacent to OD - Industrial Organizational (I/O) Psychology! However, OD can provide a distinct advantage in this profession. Keep reading if you'd like to learn more!

Although a portion of your scores resemble the interests of an OD practitioner, they collectively indicate that you may be more interested in a field that is adjacent to OD. “Management Analysts" and "Management Consultants" bring their expert advice to introduce and implement new systems in organizations. While Management Analysts tend to work internally as employees of the organizations they help, Management Consultants work externally and consult independently or as part of Management Consulting firms. These positions also make sure to work with stakeholders to make sure that the system is working correctly. Though OD is also concerned with helping organizations improve upon systems, rather than suggesting new approaches, OD is concerned with collaborating directly with stakeholders to better understand and produce employee led change in the system – often involving the co-creation, implementation, and continuous improvement of new systems and procedures, as well as new strategies, design, and ways of relating with each other on a healthier level of psychological and ethical functioning. If OD still sounds appealing to you, there's great news! You can still become an OD practitioner, or you might incorporate OD competencies into your toolbox to boost your effectiveness as a Management Analyst or Consultant In this brief report we'll give you some books and links to learn more about becoming a Management Analyst or Consultant. We'll also include some helpful resources related to OD that can give you a competitive edge as a Management Analyst or Consultant.

This thought may have crossed your mind as you were taking this assessment. Although you may have some strengths in certain competency areas, the bottom line is that your interest in the day-to-day work of OD is currently so low, that a career in OD wouldn't feel like a calling at all. However, assessments do not tell us everything about our future or about ways you might be the next person to introduce a new spin on OD. So, in the event you might be still interested in learning more about OD, this report includes some helpful introductory books and links that might still get you interested!

Although a portion of your scores resemble the interests of an OD practitioner, they collectively indicate that you may be more interested in a field that adjacent to OD. Your scores closely resembles interest in becoming a “Talent Development” professional. According to the Association for Talent Development (ATD), Talent Development practitioners may draw upon OD to help them with their work, however, the bulk of the day-to-day work doesn't (presently) tend to draw upon OD competencies or interests. Currently our job analysis confirms that while OD may be utilized to assist the primary work of Talent Development practitioners, it does not play a primary role in the day-to-day activities. Nonetheless, because OD is part of the competency model for ATD, we would like to suggest some really helpful books and links that you'll likely find to be very useful! In addition to the "OD Mindset", OD skillset(s) bring change agents and leaders a distinct advantage, so we strongly encourage you to check these resources out!

Although a portion of your scores resemble the interests of an OD practitioner, they collectively indicate that you may be more interested in a field that adjacent to OD - Training & Development. Though this is somewhat related to OD, it is a different profession entirely. However, OD can provide a distinct advantage in this profession. Keep reading if you'd like to learn more!