Organizational development is a process of aligning strategy, people and processes to improve business performance. It was developed in the 1930s when researchers became aware of how organizational structure and procedures influenced employee attitudes, motivation and behavior.
By utilizing market research, competitive analysis and consumer expectations, organizational development helps businesses increase product innovation, boost productivity and streamline their business processes. This, in turn, increases profits and reduces operational costs.
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Table of Contents
Organizational Assessment
Organizational assessment is a diagnostic process that provides insights into an organization’s strengths and weaknesses. It can also help organizations make informed decisions about future directions and strategic priorities.
An organizational assessment may take the form of a self-assessment or an external evaluation. Regardless of the approach, it is important to ensure that all stakeholders are included in the data-gathering processes.
This is particularly true for an internal evaluation as there is a greater risk of the director or another executive having a negative reaction to it.
To assess an organisation’s enabling environment, motivation, capacity, and performance, it is necessary to gather data from many sources. This can involve confidential surveys and interviews with employees at all levels of the organization. It can also include a review of financial and operational data and documentation.
Strategic Planning
Strategic Planning is a disciplined process that involves developing a long-term vision of an organization and a set of strategies to achieve it. These strategies are often designed to help an organization prepare proactively and react more effectively to changing situations.
A strategic plan should be developed and reviewed frequently to adjust priorities and reevaluate goals as new business conditions emerge. This is necessary because it is the strategy that will shape an organization’s future.
The planning process begins with a mission, which is a statement that offers a company a purpose and direction. This can be broad or specific, but it should be actionable and clearly articulated.
Once the mission is defined, stakeholders collaborate to develop a strategic plan that aligns with the organization’s short-term objectives. This may include numerous short-term tactical business plans that will support the strategic objective.
Using tools such as strategy mapping, stakeholders can visually evaluate the best strategies to attain an organizational goal. They can also identify opportunities and challenges that may not be obvious from the start. This can help developers prioritize the most important and urgent initiatives for the organization.
Coaching & Training
Coaching and training are two distinct learning strategies that can work together to create lasting and measurable outcomes for your organizational development goals. However, before you implement one or the other, it’s important to understand the differences between the two approaches.
Training is designed to impart knowledge in a group setting, whereas coaching is more personalized and tailored to the needs of each individual. Regardless of the type of coaching you’re seeking, the goal is to change behavior and improve performance in a long-term basis.
Unlike training, coaching requires an ongoing, growth-focused touchpoint between the coach and the coachee, which ensures that they retain and apply their new skills and behaviors in the workplace. The result: sustained performance improvements and improved employee engagement.
Organizational Interventions
Organizational Interventions are a set of planned activities that help an organization improve its performance and effectiveness. They can include team building, laboratory training, managerial grid training, and brainstorming.
They can also involve a change in the way people work with others, such as through communication or group dynamics. These OD interventions are often designed to help teams perform better, become more productive, and eliminate unproductive habits.
These OD interventions can be found in all types of businesses, from small and large companies to international organizations. Depending on the issue, they can be aimed at the root cause or solution.
To make sure the OD intervention is effective, it needs to be based on an understanding of the need and change dynamics in the organization. It should also be based on the expertise and knowledge of the change agent.
