DID YOU KNOW: A recent study by Deloitte has identified 86% of executives underlining “Organization Culture” as being a very high priority area and seeing “interventions” as a necessity.
What this practice area is about
Organization Development (OD) uses behavioural science knowledge and interventions in a planned organization-wide effort to bring about organizational change. It involves the application of frameworks, methods, processes, technology and tools that help organizations become productive, innovative and profitable. These interventions are managed from the top.
OD takes a total system view and interventions are tied to strategic goals and objectives. A typical intervention has the following steps:
- Entering & contracting
- Design and implementation
- Evaluation and institutionalization
Change management is about helping employees understand, commit to, accept and embrace changes in their current business environment. It is applied to situations that are strategic, tactical and leadership- or technology-related where people, processes and performance are impacted. It helps manage any unintended outcomes.
How it contributes to business performance
OD enables an organization to respond and adapt to market changes and technological advancements. The benefits include:
- Continuous improvement
- Increased communication and understanding
- Employee development
- Product & service enhancement
- Increased profit through raised levels of innovation, productivity, and efficiency
- Increased employee engagement
To review an organization’s OD framework and approach to managing change consider the following:
- Collate and structure contextual information about the organization’s current state and provide relevant information for OD plans
- Map out the approach suitable for your organization and roll out the plan with appropriate leadership support
- Focus on communicating the OD plans to people on the key areas of change
- Create a tracking mechanism to collect, collate, and review data and feedback to ensure target vs actual on planned interventions
- Understand the knowledge and competencies required to partner and deliver initiatives and build the same among key drivers across the board
- Review and make course corrections to continuously improve and stay focused on results