Senior managers in complex organizations that are not functioning so well will often discuss Organizational Development (OD). Their need for intervention acknowledges that they have a strategic vision, but the current state of the firm will not allow them to reach their goals.
To us, OD embraces the scientific exploration of human systems, but weighs this against the real-world requirements and experiences of the people who are directly impacted by the implementation of new approaches. As we work with our clients, we expect that most of them will need to develop and innovate not just their processes and their org chart, but the culture that supports the functioning of the whole firm.
From this perspective, Organization Development reaches across a wide range of management disciplines:
- Change Management
- Stakeholder Engagement
- Employee Engagement
- Strategy and Planning
- Process Improvement
- Performance Measurement
As a leader and manager, you should expect that a thoughtful and well-executed OD intervention will provide your firm with a flexible, responsive, adaptable, and integrated organization that is well positioned to tackle the challenges of a rapidly evolving future.
We have been helping organizations grow for over 23 years, and have earned the trust and confidence of our clients.
OD Best Practices and Critical Success Factors
We use Organizational Development best practices and a checklist of critical success factors to ensure that your firm's structure is aligned with and supports your strategy, business plan, objectives, and needs.
We make sure that your organization:
- Is capable of functioning smoothly to proactively meet client demands;
- Is respected within the firm and operates as a team within the structure;
- Is capable of attracting and retaining competent people by providing opportunities for career development and professional growth;
- Has employees that are motivated to perform based on a clear understanding of their roles and responsibilities, and an effective work-life balance strategy;
- Effectively manages the linkages across multiple functions and clients;
- Has the capacity to provide functional leadership; and,
- Is aligned with strategic plans and business processes.
To best meet managers' needs, we typically follow an approach based on the 4 steps of the Action Coaching model:
- Work with leaders to diagnose issues and identify capacity gaps;
- Collect the necessary information to make decisions and plan actions;
- Support the organization and its employees as they implement change; and,
- Update managers on progress and improvement.
Organizational Review and Assessment
The first step in any improvement initiative is to identify your current strengths and weaknesses in relation to your objectives. Our organizational review employs multiple lines of evidence to provide a fact-based assessment that includes governance, structure, key processes, and organizational culture and climate.
Our approach focuses on involving employees in the design process, using the management team as the primary consultative body to work through options, and develop consensus on an organizational structure that will work for you.
We use a set of design criteria to guide the development of your new organizational structure:
- Form follows function – Focus on core functions;
- Integration versus differentiation – Logical clusters of related activities that balance between service delivery and functional expert roles;
- The tradeoff between hierarchical versus flat structure – Effective horizontal management practices and boundary spanning mechanisms;
- Clear roles and responsibilities – Increased functional leadership capacity and subject matter expertise;
- Flexibility and ability to deal with change – Formal versus informal organization in a networked organizational structure; and,
- Provide for employee career development and professional growth – the intent is not to organize around people, however the recruitment and retention challenge must be recognized.
If your people do not understand the how and why of the strategic decisions, if there is no – or not enough – effort to engage and communicate, if true leadership is not brought to bear – successful implementation is not likely to follow.
Successful implementation of your planned changes will hinge on effective leadership and employee engagement.
Have you considered your approach to change management? How are you going to create engagement and minimize change fatigue in your people? What other elements of your HR plan will need to be activated to successfully carry out your planned changes?
Managers must think carefully about how they will approach this critical issue.
To help you successfully implement changes to your organization, we will develop a:
- Consultation strategy to involve employees in the process and ensure that they and other stakeholders are actively engaged in the change process;
- Communication Plan to ensure that all stakeholders are kept aware of the changes to your organization and decisions that have been made;
- Transition Plan that outlines the key actions required to effectively manage the change and address capacity gaps and workforce issues that have been identified; and a,
- Transition Action Plan to manage the changes required for the implementation of the new structure and operating practices.
Adapting to a Changing Workforce
As organizations face the multiple challenges of improving productivity, technological innovation, fiscal constraints, shifting workforce demographics, and changing client expectations, OD and change management become critical managerial skills.
Workforce transition considerations must be factored into an organization's on-going integrated human resources and business plan. This entails having a vision of the organization's desired state, understanding the organization's current state, and moving systematically toward the desired state.
We have helped hundreds of organizations work through these complex issues. Let us help you with yours.
Effective leaders ensure that the organization has planned for changes in its workforce.
If you would like to discuss your Organizational Development needs with a Delta Partners associate please click here to contact us for a free, no-commitment consultation.
- 7 Steps to Straightforward Organizational Design
- 7 Key Factors for Making Change Happen
- The Org Chart as a Management Tool
- Re-visiting the SWOT Analysis