Organisational Development Coaching in International Schools
Running an international school is not for the faint of heart. You're not just an educator; you're a cultural diplomat, a strategic planner, and often, a crisis manager. The turnover rates for teachers and leaders can be high, the regulatory landscape is a labyrinth, and the expectations? Sky-high. If you're not thinking about Organisational Development (OD), you may be missing a trick. And in the fast-paced, ever-changing world of international education, that's a luxury you can't afford.
What is Organisational Development?
Organisational Development isn't just corporate jargon; it's essential for institutions that are serious about not just surviving but thriving. Dr. Kalindi Kale defines it as a "perpetual, collaborative and learning journey". It's not a one-off event but a continuous process that touches every aspect of your school—from its mission and vision to its culture and values.
“Organization Development is perpetual, collaborative and learning journey based on proactive and / or reactive effort by an organization as a response to actual, anticipated or perceived opportunity or threat based on deep understanding of internal and external dynamics. It is sensed, initiated, executed and sustained in a systematic and planned manner through diagnosing and defining situations, specifying the goals and the ultimate impact on vision, mission, culture and values of the organization ... Organization Development may disrupt partially or fully, temporarily or permanently to a large part of the organization if not the whole”
Five Pillars of OD
Systems Thinking: OD isn't about quick fixes; it's about understanding the interconnectedness of your school's various systems. It's the antidote to siloed thinking.
Interdisciplinary Approach: Your school isn't just a school; it's a microcosm of the world. An interdisciplinary approach to OD allows you to draw from multiple fields—psychology, sociology, even economics—to build a more resilient institution.
Data-Driven Decisions: In God we trust; all others must bring data. If you're not making data-driven decisions, you're essentially flying blind.
Value-Centricity: Your school's values aren't just words on a wall; they're the DNA of your institution. OD helps you align your strategies and interventions with these core values.
Human Element: At the end of the day, schools are about people. OD puts the focus back on human resources—not just as assets but as stakeholders in your school's future.
The International School Challenge
International schools face unique challenges that make OD not just beneficial but essential:
High Turnover: When your staff is always in flux, OD can be the glue that holds your institution together.
Cultural Complexity: With a diverse community, you need OD interventions like Diversity & Inclusion initiatives to ensure everyone feels seen and heard.
Regulatory Hurdles: Navigating the regulatory landscape of different countries is no small feat. OD can help you build a more agile, adaptable institution.
OD as a disruptor
Change is not just inevitable; it's essential for growth. However, the term 'disruption' often carries a negative connotation, especially in educational settings where stability is highly valued. Organisational Development interventions can indeed be disruptive, but that's precisely their strength. They serve as catalysts for meaningful transformation, challenging the status quo and making room for innovation and growth.
An Organisational Development Coach would work closely with the school to identify areas for improvement, whether it's in leadership, curriculum, or culture. The coach would then support the team to design and implement targeted interventions, often involving a mix of training, workshops, and strategic planning sessions. These interventions are not just about solving immediate problems but are designed to equip the school with the tools and frameworks for sustainable growth and improvement.
It's important to also distinguish between Organisational Development and Organisational Change, as the two are often used interchangeably but are fundamentally different. Organisational Change is generally short-term and reactive, focusing on specific issues or challenges that need immediate attention. It's the sprint in the race, aimed at quick wins. On the other hand, Organisational Development is a marathon. It's a long-term, proactive approach that aims to transform the very DNA of the institution. It's not just about implementing new systems but about fostering a culture of continuous improvement and adaptability.
If you're leading an international school and you're not thinking about Organisational Development, it's worth considering. In today's complex educational landscape, it's not the biggest, strongest or highest achievers who will survive, but those who can best manage change.
About This Series
As Shane progresses through his Organisational Development Coaching Certification, this blog series serves as both a record of his educational journey and a practical guide for leaders in international schools. Each article simplifies complex OD principles into actionable insights, specifically tailored for the multifaceted world of international education.
