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A new ensemble of organization development (OD) practices have emerged that are based more on constructionist, post modern and new sciences premises than the assumptions of the early founders. These include practices associated with appreciative inquiry, large group interventions, changing mindsets and consciousness, addressing diversity and multicultural realities, and advancing new and different models of change. We propose that the emerging field of organizational discourse offers sympathetic concepts and research that could add additional insights and theoretical rigour to the New OD. In particular, studies of organizational discourse based upon social constructionist and critical perspectives offer compelling ideas and practices associated with the establishment of change concepts, the role of power and context in relation to organizational change, and specific discursive interventions designed to foster organizational change.