Organizational Development

Organizational DevelopmentSimply put, as Organization Development practitioners we are to your organization as a physician is to a human body-make that a holistic medical practitioner. In simple terms, we work with you through a systems perspective to "diagnose" (or discover) the most important priorities to address in the organization, suggest how that change can occur, and then guide the organization through the necessary change. In doing so, however, we recognize that your organization is so dynamic that cause-and-effect perspectives can’t grasp the true nature of the systems in place.

In this same holistic manner, we don’t create an illusion that we’re going to “fix” anything. Instead, we are going to help you, your top leadership, and people throughout your organization to work toward wellness. Of course, wellness in your case is measured by things like cash-flow and profitability, employee and customer loyalty, reduction of waste and scrap, and efficient and effective processes.

We influence members of your organization to co-create an environment where candid conversations may occur about their views of the organization and their experience in it, recognizing performance gaps and opportunities for improvement. People recognize the need to take greater responsibility for their own actions as organization members. They begin to lead change that closes the gap between meeting the organization’s needs and the daily habits and processes of the members of the organization. “When people pursue these objectives simultaneously, they discover new ways of working together that are more effective for achieving their own goals and their shared (organizational) goals.” (Neilsen, “Becoming an OD Practitioner”, Englewood Cliffs, CA: Prentice-Hall, 1984, pp. 2-3).

Contact us to find out how you can achieve these results in your organization!

Our typical steps to organization development include:

  1. Establishing relationships with key personnel in the organization
  2. Researching, collecting data, and evaluating systems in the organization to understand dysfunctions and/or goals of the systems in the organization
  3. Identifying approaches ("interventions") to improve effectiveness of the organization, its processes, and its people
  4. Applying approaches to improve effectiveness while building internal ability to create sustainable change
  5. Evaluating the ongoing effectiveness of the approaches and their results.

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