What is Organizational Development?

The study of Organizational Development (OD) surfaced in the 1930's when researchers began to understand the direct impact organizational structures and processes have on the behavior and motivation of organizational members.

The Organizational Development process begins with careful observation of an organization and its members to identify areas of opportunity. Once an area of opportunity has been identified, an action plan is developed and an implementation strategy is established. After implementation, careful evaluation is required to ensure that the transfer of knowledge and skills was successful.

Organizational Development theories and practices are becoming more widespread as leaders try to manage the rapidly changing and complex environments of todays organizations. Organizational Development is often facilitated by an outside firm but many large companies have their own internal OD department to facilitate Organization Development, Change Management, Talent Management, Team Development and so much more.

Organizational Development Objectives:

• Increase the level of commitment and satisfaction from all members of the organization
  
• Nurture an environment that encourages problem-solving instead of avoiding or delaying confrontation
  
• Develop and maintain a strong level of trust between all members of the organization
  
• Increase cooperation and collaboration throughout the enterprise 
  
• Maintain a company culture that supports the organizations mission and core values

These objectives can be achieved by...

• Understanding that each and every member of the organization has needs that must be satisfied in order for them to be successful
  
• Managing change throughout the enterprise using proven tools and techniques
• Establishing a sense of structure and order through clarity; clarity of roles and responsibilities, organizational vision, goals and priorities, performance expectations and documentation of procedures and processes
• Developing a deep understanding of the company culture, climate and strategy to developing programs, process improvements and initiatives that are aligned with the core values of the organization
  
• Embracing the individuality of all members of the organization and recognizing their unique skills and talents

Tools, Practices & Techniques

• Role & responsibility charting    
  
• Work flow mapping
• Survey feedback
• Group brain storming
• Team building
• Sensitivity training

• Quality circles
• Process consultation
• Goal setting
• Change Management
• Talent Management
• Team Development