Organizational Development is the process of understanding what works and what doesn’t in an organization’s structure and culture, then making adjustments that help everyone engage more fully in reaching strategic goals. It empowers success for individuals and teams as well as the organization. Because of that, it not only improves productivity, it also demonstrably increases morale.
Who can benefit from OD?
Any organization that would like to maximize people and performance would benefit from OD.
- Private and public organizations
- Government and state agencies
- Education and schools
What is the process?
Phase I: Assessment
The goal of Phase I is to identify gaps or opportunities for improvement. This process should examine the organization’s goals, culture, climate, and training and development needs. We accomplish this through surveys, focus groups, and discussions with members of the organization. Then we compile and synthesize results into a summary report.
Phase II: Design
Based on the results of Phase I, we partner with the client to identify and set specific, measurable goals and desired outcomes. We use this to create a plan of action to achieve those goals.
Phase III: Implementation
We now take action using customized interventions and solutions. This may include development strategies like training, coaching, facilitated discussion, and focus groups.
Phase IV: Review and Evaluation
Did we accomplish our goals? We examine the original organizational needs assessment and use personal interviews and feedback from senior leadership to validate that development and growth has occurred. We also hold a follow-up session to provide a summary and discuss the results of the program.
Why not just bring in training?
Training and development has become a standard in today’s organizations. The challenge is that organizations may not be really clear about the nature of the problem they’re trying to solve. Skills development is critical, but it isn’t always the solution.
Often, it is a lack of consistency or effort that contributes to an organization’s problems more than it is lack of skill. You need to identify specific gaps and design an intervention to address them. That may include an element of training, but not training alone. Taking a strategic approach that carefully analyzes and addresses existing gaps saves valuable time, energy and resources.