Why Do Managers Need These 10 Organizational Development Skills?

What happens when managers are expected to lead people through constant change but do not get enough support to do it well? Deloitte’s 2025 Global Human Capital Trends research found that 36% of managers surveyed did not feel sufficiently prepared for the people-management aspects of their roles.  That gap matters because managing a team involves much more than assigning work and tracking deadlines. Managers have to communicate clearly, handle conflict, develop employees, and help people adapt when priorities change.

Organizational development skills can make a practical difference. This article explores 10 skills managers need, why each one matters, and how these skills can help them lead teams and support meaningful workplace change.

Source: Deloitte 2025 Global Human Capital Trends Survey

Organizational Development Skills Managers Need to Lead People and Change

A manager’s work is not limited to assigning tasks and checking results. They also have to handle change, solve people problems, and keep teams focused when priorities move. These 10 skills can help managers meet those challenges and connect everyday work to larger business goals.

Skills	What It Helps With?
Change Management	Helping teams adapt to organizational change.
Strategic Thinking	Connecting team decisions and priorities with broader business goals.
Communication	Making ideas, expectations, and changes clear.
Facilitation	Helping groups have productive discussions.
Stakeholder Influence	Getting people on board without direct authority.
Coaching	Helping employees work through challenges.
Emotional Intelligence	Handling people and difficult situations better.
Adaptability	Adjusting when plans or priorities change.
Data Literacy	Making sense of workplace data.
Systems Thinking	Understanding how different parts of a business connect.

Also Read: Why Study Organizational Development in an Online Degree Program?

Change Management and Strategic Thinking

A change can look simple on paper and still be difficult for employees to put into practice. Managers can make the transition easier by:

• Explaining why change is needed and what success means.
• Checking which people, processes, and systems will be affected.
• Looking for resistance before it becomes a bigger issue.
• Providing communication, training, or support where needed.
• Linking team goals and resources to company priorities.
• Checking adoption after launch instead of assuming the job is finished.
• Earning trust from stakeholders they may not directly manage.

Also Read: Organizational Development Careers: Jobs, Roles, and Salary Potential

Communication, Facilitation and Stakeholder Influence

Managers deal with different audiences every day. What works in an executive meeting may not work with a frontline team. Useful habits include:

• Tailor your message to who is listening.
• Listen to people before offering an answer.
• Keep meetings focused on decisions and next steps.
• Give people room to disagree or raise concerns.
• Bring different teams together when their work overlaps.
• Explain complicated business or technical topics in plain language.
• Focus on two-way communication by listening, clarifying, and responding to concerns.

Also Read: How Much Does a Finance and Operations Manager Make? Salary and Career Guide

Coaching, Emotional Intelligence and Adaptability

Managing people also means knowing when to step in and when to give someone room to figure things out. These skills can help:

• Coaching: Ask questions that help employees find their own solutions.
• Emotional Intelligence: Notice emotions and respond without escalating the situation.
• Adaptability: Change direction when new information or priorities come up.
• Resilience: Handle setbacks without passing the frustration on to the team.
• Inclusive Leadership: Make sure different voices get a fair chance to be heard.
• Use these habits to build trust and keep people involved during change.

Also Read: How to Become a Finance and Operations Manager: Education, Skills and Career Path

Data Literacy and Systems Thinking

A number can show that something is off, but it rarely explains the full story. Managers can combine data with what employees say and what they see at work.

• Look at engagement, turnover, productivity, and performance trends.
• Use employee feedback to add context to the numbers.
• Ask what is causing a problem instead of fixing only the visible symptom.
• Think about how a decision could affect other teams or customers.
• Track results to assess whether an intervention produced the intended outcome.
• Treat data as useful evidence, not the only basis for a decision.

Also Read: How Managerial Accounting Helps Businesses Set More Profitable Prices?

How Managers Can Build and Apply Organizational Development Skills?

Organizational development skills typically develop through a combination of learning, practice, feedback, and reflection. Managers get better by trying new approaches, seeing what works, and making changes along the way. A simple development plan can keep that process focused.

Step	What To Do?
Assess Gaps	Identify skills that matter to your current role and career plans.
Pick One Behavior	Work on one skill, such as active listening or facilitation.
Use Real Work	Practice during an actual team, process, or change challenge.
Measure Impact	Review relevant indicators such as engagement, adoption, performance, cycle time, or decision quality.
Reflect and Adjust	Ask others for feedback and change your approach where needed.

Also Read: Managerial Accounting for Strategic Decision-Making: From Financial Data to Action

Build the Organizational Development Skills Managers Need With Edgewood University

Good managers need more than expertise in their own area. They also need to work with people, handle change, and improve how teams and processes function. When comparing programs, look for opportunities to connect what you learn with real workplace situations. Edgewood University’s Master of Business Administration (MBA) Online Degree Programs offer a broader business education that can support professionals developing their leadership and organizational development skills. Reviewing the curriculum, learning format, admission requirements, accreditation, and practical components can help you decide whether an online MBA fits your career plans and current work commitments.

FAQs On Organizational Development Skills

Q: What is the most important organizational development skill for managers?
Ans: Change management is a key organizational development skill for managers. It helps them communicate new directions, address resistance, keep employees involved, and help teams adjust when processes, priorities, or business needs change.

Q: How does change management support organizational development?
Ans: Change management supports organizational development by helping employees understand, accept, and adapt to new processes, technologies, roles, or strategies with less disruption.

Q: Can organizational development skills be learned online?
Ans: Yes, you can learn organizational development skills online. Online courses and degree programs can cover leadership, organizational behavior, communication, change management, and team development, making them a practical option for people who want to study without leaving their jobs.

Q: Do managers need data analysis skills for organizational development?
Ans: Yes, basic data analysis can make organizational decisions more informed. Managers can look at employee surveys, performance figures, engagement data, and other workplace information to spot patterns, understand what needs attention, and track whether changes are helping.

Q: Can working managers study at Edgewood University while employed full-time?
Ans: Yes, an online program through Edgewood University can allow working managers to study while keeping their full-time jobs. The online format gives professionals more flexibility to manage coursework alongside work commitments and everyday responsibilities.