Thanks Julie. Although my work isn't exclusive to OD, it is often related or very applicable. Here are some observations we have noted.
1. Certifications have become more critical in professional development (shorter time-span than professional degrees, but typically have a standard assessment). Organizations like ASTD and PMI offer an abundance of certifications. This abundance highlights the need to know which certs bring the greatest impact, and also highlights the difficulty of finding the time and financial resources to be a well-rounded practitioner.
2. We are seeing more and more organizations finding a need for customized competency models (versus generic industry-wide versions) that reflect company-specific foundational competencies as well as role-specific competencies that may be more modular in nature to allow needed flexibility.
3. As outsourcing becomes more and more common, there is a greater need to understand how the organization engages with contractors and consultants. How do you address project initiation, team structure, information sharing, evaluating results, etc.? Do your line managers have the necessary skills and information to handle this?

There seem to be some major changes occurring in how we manage our work and careers. Some changes are swings of the pendulum that will likely come back again. Others seem to be more revolutionary changes that will have a more lasting impact on the business landscape. The need for a more iterative, agile workforce (including career development) seems to be landing in the latter category.