The Organizational Development (OD) is a conscious, planned process of developing an organization’s capabilities so that it can attain and sustain an optimum level of performance as measured by efficiency, effectiveness, and health. Through the process of Organizational Development, we attempt to bring about successful change efforts in individual employees, groups and teams, inter-groups, and organizations as well. At any of these levels, when we use the process of Organizational Development we are essentially asking:
Where are we?
Where do we want to be?
How do we get from where we are to where we want to be?
Organizational culture is the sharing of values and beliefs of the organization and the behavior related to them, important to remember that culture will eat strategy for lunch any time of the day.
So the alignment of the organizational culture with that of the employees’ culture becomes a major factor in either the success or the detriment of any organization.
The culture of an organization along with its leadership and management styles and presence or absence of bureaucracy creates a work environment or climate that will either inspire or motivate the employees to achieve the corporate mission or inhibit the employees’ motivation and enthusiasm for their jobs hence limiting the success of the organization
Organizational culture and climate determine the level of employees’ engagement and involvement in the decision making process and provides the unwritten ground rules upon which decisions can be based in the absence of relevant policies
To achieve a competitive advantage in a global marketplace, contemporary organizations are in a continuous state of change. Within such a complex system as an organization, change has a rippling effect.
Changes have an impact, sometimes quite dramatic, economically, politically, socially, legally, organizationally, and even personally.
There are many factors that contribute to a positive climate and culture, challenging work and respect are mainly of major importance as much as how much money they make in determining their level of commitment, satisfaction, and productivity.
Our team of highly experienced consultants through our signature D.I.A.L.O.G.™ provide strategic solutions or interventions to implement changes made to the vision, mission of values of the organization. These strategies are designed to align different components within the organization with the new direction or focus established by the leaders and management of the organization.
One of the key strengths of a great manager and leader is the ability to accept change&funnels down the change with enthusiasm and confidence in which you then translate the directive to your team. Dealing with resistance, worry and concerns is what can make the change managed properly or not.
The goal is to have you understand the need for the upcoming change, and know what the barriers are. Even if it is perceived as negative, it should still be perceived as a need for a change in direction, or even to keep the company afloat.
Poor communications, inadequate training or insufficient workforce planning can lead to a lack of acceptance of business changes and poor performance at the end-user level. In some cases, failure to provide for adequate Organizational Change Management planning has resulted in the loss of millions of dollars in failed or delayed implementation
Effective change management enables the transformation of strategy, processes, technology, and people to enhance performance and ensure continuous improvement in an ever-changing environment.
The history of mentoring is discussed. Define mentoring relations, mentors and mentees. We will discuss the importance of mentoring and reverse mentoring for any organization.
We will establish a business case for mentoring, effective communication and diversity. Without cross-cultural competence mentors will only go so far. We will offer the tools to mentors to succeed cross-culturally.
Would you like to become another one of our successful stories? Drop us a line today!