In early years of OD, the T-group and individual change were considered to be the foundation of organizational change: Organizations would not change until the individuals that composed them changed.

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This statement is true. The T-group (or training or sensitivity group) was a popular method used in the early years of OD to promote personal growth and self-awareness among participants, with the belief that this would lead to improved communication and productivity in the organization as a whole. Similarly, individual change was seen as a necessary precursor to organizational change, as organizations were viewed as systems made up of individuals whose attitudes, beliefs, and behaviors influenced the larger whole.

In Early Years of OD, the T-Group and Individual Change