As our most qualified inspector, sage, and futurist for organizational development (OD), Warner has set the standard for what great organizational change and development should be. He has recently accused the field of being stagnant and in need of new approaches to organizational change. In his view, there has been no innovation in OD since appreciative inquiry was introduced in 1987. This article takes seriously Warner’s challenge and discusses positive organizational scholarship (POS) as a step forward in innovative OD scholarship. POS highlights some phenomena that have largely been overlooked in mainline OD articles, and the article provides illustrations of successful POS interventions relying on a POS–OD approach to change. A sampling of new OD-type intervention practices is introduced.

中文翻译：

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对 OD 停滞问题的回应：向华纳伯克致敬

作为我们最有资格的组织发展 (OD) 检查员、贤者和未来学家，华纳为组织的重大变革和发展设定了标准。他最近指责该领域停滞不前，需要新的组织变革方法。在他看来，自 1987 年引入欣赏式探究以来，OD 一直没有创新。本文认真对待 Warner 的挑战，并讨论了积极组织奖学金 (POS) 作为创新 OD 奖学金的一个进步。POS 强调了一些在主线 OD 文章中很大程度上被忽视的现象，该文章提供了依赖 POS-OD 方法进行变革的成功 POS 干预的说明。介绍了一些新的 OD 型干预实践。