What is Organizational Development

While organization planning & design focus on the “hard” issues (e.g., process, structure, role/people requirements and systems), process prescriptions and organization charts rarely produce the desired result by themselves. Completing the “recipe for success” generally requires throwing-in some well-blended seasoning to supplement the primary ingredients. Organizational development focuses entirely on this “softer” side of enterprise. It is a set of programs and exercises devoted to ensuring the competency within your people, both individually and collectively, necessary to bring your plans to full fruition.

Unlike a number of other firms, we do not see organizational development programs as a replacement for sound organization planning & design, but a supplement focused upon building “people competency” once the hard issues of process, structure, roles and systems have been resolved.

Why Do Organizational Development?

While organizational development is no substitute for a well thought out organization plan, neither is an organization plan sufficient in and of itself to ensure the type of behavior (on the part of your people) that is necessary for the plan to be effective. Taking steps to ensure that your people have the individual and collective competencies is essential.

Not all organizational development programs are well suited or even appropriate for every organization. Rather, organization development programs should meet the specific needs of the people within your organization. They should be strategically focused upon behavior that is consistent with your organization plan and support attainment of your strategic goals and objectives. Anything more is generally a waste; anything less will likely be insufficient!

Our programs are designed to meet the needs of “your organization” by assisting “your people” develop and master the knowledge, skills, and abilities necessary to effectively perform “the work” related to their roles.

What Outcomes Can I Expect?

Expected outcomes include:

• Improved personal performance through Education, Training and Coaching.

• Improved personal awareness through Behavioral Assessment & Feedback.

• Improved communication and integration through Facilitated Team-Building.

• Improved stewardship & navigation capability through Leadership Development.

• Improved consistency and predictability of behavior through Enculturation Plans.

• Improved focus & goal clarity through aligned Performance Management Systems.