Key Differences Between People and Organisational Development Director Roles
Often, when I talk to my career coaching clients who want to progress into People, organisation, culture, and/or development roles, I get the question:
What is the difference?
While these are usually conflated and, in some cases, used interchangeably, there are some key differences.
Thus, in this article, I want to focus on two key positions: People Development Directors and Organisational Development Directors. While both roles focus on enhancing an organisation's capabilities, they have distinct roles and responsibilities.
While People Development Directors focus on the growth and development of individuals within the organisation, Organisational Development Directors take a more comprehensive approach, addressing the broader organisational structures, systems, and culture to ensure overall effectiveness and alignment with strategic goals. Here is a simplified breakdown of the key differences taken from what I understand them to be and some desk research on various job descriptions:
Therefore, next time you look at the job description, you can tell what the job requirements are: people development or organisational development. Either way, go on and apply; you have transferable skills, which is a great starting point.
Some further reading:
- Edgar H. Schein's Organizational Culture and Leadership offers a comprehensive guide to understanding and shaping organizational culture, a key element in organizational development.
- Amy C. Edmondson's "The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth" delves into the importance of psychological safety for fostering a culture of openness, learning, and innovation.
- Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity, by Kim Scott - this book emphasises the importance of direct communication and caring personally in leadership and people development.
Article by Amina Chitembo, PhD. Connect and ask questions.
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