Organisational Development involves the alignment of a company’s people practices and behaviour with the business strategy; the ultimate aim being to improve organisational performance and effectiveness, by maximising employee engagement, ownership and contribution.

 

The process we use entails:

 

• Data collection
• Diagnosis
• Action planning
• Interventions
• Evaluation

 

Organisational Development Case Study:

Our client had been extremely successful for many generations, but suddenly started to lose business. Upon further investigation we realised that the market had changed and that their customers were looking for a different kind of service, which required them to modify the way in which they worked and behaved.

 

Simply training people to operate differently wasn’t going to be enough; employees would revert back to behaving and performing in line with the existing corporate values, which were driven by the leadership team; deep, cultural change was required.

 

We began by working with the Chairman to define a Vision; a new destination which took them away from the current path. We then established a series of teams to analyse what existing values were in place, and of those values which were getting them into trouble. Once we’d collected sufficient data and diagnosed the problem, we worked with the teams to define a revised set of corporate values and a strategy to deliver the vision. 

 

The teams worked so hard and we were amazed how passionate and engaged the employees became; another inadvertent benefit was the positive effect the project had on teamwork.

 

Two years on, the Chairman has reported that their turnover has increased from £120 million to £140 million in a downturn market.

 

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