Vincent Parsons, OD

I will encourage someone I see as he asks questions about their eye care and eye diseases without hesitation.

Bachelor of Science in Biology from Columbia University of Missouri. Houston University optometrist

I participated in SHS in September 1988. Senior research engineer at the University of Missouri Columbia University School of Medicine Department of Microbiology, participate in retrovirus-focused nucleic acid research

Introduced in the development of the organization: Introduction of OD 101, I will present my view on some aspects of OD to the second part. First, I will outline three OD areas which seems to be very important. By the way, they are related to Kurt Lewin ... I think other areas of OD are cool, but these areas are most important to me. This article is for current outpatient, but I hope that we can provide information to people in other fields. Next, I jumped into three areas of OD, and it was not that cool for me. I think they call them trouble, or I think they call them the main problem, but I think that is a problem in a wonderful field. In the third part of this series, we will propose several advancing methods. In the meantime, please tell me what kind of OD area you like and where you might feel a bit of excitement. Please comment on the media, hit me on Twitter (or LinkedIn), or email me

I am interested in reading Dialogic OD in a clearly different way from the conventional OD. Is Dialogic OD a traditional variant or a next-generation substitute? Does it apply to all typical OD cases, or specific subsets? Should it be equally effective for small and large OD? I would like to find the answer. Conventional OD usually has a diagnostic phase and subsequent intervention. I did not read it extensively with Dialogic OD, so I may not have a deep understanding of the Dialogic OD approach. That is, it is difficult to distinguish it from traditional focus groups, interviews, and other tasks that may be valuing organizational problems.

The history of OD is rich, philosophy is widespread and profound, and value has built a solid foundation. But where is OD? Is OD's occupation endangered or at least covered in other areas? This has happened for many years. However, today there are dislikes to understanding (quantitative) data analysis, as well as divergent region invasion (ie coaching, human resources, change management, talent management and leadership development), and lack of cohesiveness among practitioners It is a threat. But in this field there is hope of really taking off.