OD, change management, and the a priori: introducing parrhesia

Abstract

PurposeThe purpose of this paper is to introduce a Foucauldian concept into the theory and practice of OD and change management. The piece challenges Habermasian a priori assumptions about organizational diagnosis and intervention.Design/methodology/approachThis is a conceptual paper.FindingsLiterature points to the benefit of considering the possibility of parrhesiastic behavior in change management and organization development as part of a broader set of diagnostic tools.Research limitations/implicationsFuture research should engage in practice driven test cases, interview practicing change managers, and refine the concept for use as a diagnostic tool.Practical implicationsIncluding discussions of parrhesia in change management and OD study and practices can better prepare change professionals for the realities of contemporary organizational practices.Originality/valueTo date, the links developed in this manuscript have not been made in the management literature, though it builds upon emerging literature in critical management studies and human resource management. It has the potential to influence both theory and practices of both OD and change management.