Editing Organization development (section)

===Organizational self-renewal===
The ultimate aim of OD practitioners is to "work themselves out of a job" by leaving the client organization with a set of tools, behaviors, attitudes, and an action plan with which to monitor its own state of health and to take corrective steps toward its own renewal and development. This is consistent with the systems concept of feedback as a regulatory and corrective mechanism.<ref name="Johnson1"/> To this end, OD scholars and practitioners use tools such as simulations with their clients, to be used in workshops and classroom settings. One example of a self-renewal simulation, authored by researchers from Cornell University and Indiana University, can be found here (see citation).<ref>Lyles, M. A., Near, J. P., & Enz, C. A. (1992). A simulation for teaching skills relating to organizational self-renewal [Electronic version]. Retrieved [12/11/2017] from Cornell University, School of Hotel Administration site: http://scholarship.sha.cornell.edu/articles/638. </ref>

The study of organizational effectiveness and improving [[Enterprise performance management|organizational performance]] has developed alongside the study of  [[leadership development]] with a greater focus on leadership development programs that focus on the development of the individual. See .[[Emotional intelligence]] in relation to leadership development.