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This article presents the process and results of the author using classical Chinese philosophy (Confucianism and Taoism) to stimulate new ideas and insights about the theory and practice of Dialogic Organization Development (OD). Key aspects of a Tao-based world-view that rejects such concepts as individuality, universal truths, objectivity, and scientific reasoning are identified along with implications for how social and organizational situations are conceptualized and addressed. New insights and ideas stimulated by this reflective process include the existence of important premises that are similar in classical Chinese philosophy and Dialogic OD, but differ from those in Diagnostic OD. Potentially generative ways to think about chaos, leadership, and the client–consultant relationship are also discussed. The discussion concludes with some thoughts about the current state of OD.
Robert J. Marshak (Thu,) studied this question.