ABSTRACT
This chapter compares the genesis of both the neuro-linguistic programming (NLP) and organizational development movement (OD). It presents a picture of the seminal moments that acted as developmental catalysts for the two areas of change work and demonstrates their remarkable similarities. The chapter argues that there is a strategic need for NLP to find a new sponsor to inject vitality and purposes into the field inclusive of a significant push towards high quality research into its effects as well as aiming towards continued development of its conceptual and practical architectures. NLP, as with OD, is interested in creating change dialogues; powerful dialogues either internal to self or external and between groups. These dialogues are the only way humans will resolve many of their differences and create open channels for developing emancipatory projects. There is a healthy union between the field of OD, the practice of management, change and leadership throughout global industry.
