In business, as in life, change is the only constant. Sometimes change is thrust upon us by external factors — shifts in the economy, marketplace or technology demand a response if our business is to remain viable.
Sometimes, we initiate the change — a new product or service, a new strategic direction, a merger or acquisition to give our business a competitive edge.

Sometimes, change is demanded by internal conditions — morale or communications problems, inefficient processes, ineffective people, retirements and premature leave-takings can compromise the organization’s success, unless we do something about it.

Change, however, is rarely easy because changing an organization involves people — and most people resist change. Determining how to change can be an enormous challenge. Understanding the implications of the change for our people and implementing it efficiently and effectively can be an even greater challenge. This is where an organization development (OD) consultant can help.

The OD Consultant

Over the past five decades, behavioral scientists have learned an enormous amount about the dynamics of organizations — and particularly what makes the highly successful ones so effective. The result is a vast body of knowledge and an enormous toolkit stocked with diagnostic instruments, structures, processes and techniques for helping organizations, big and small, reach their potential.

These are what the OD consultant brings to the table — applied behavioral science in the service of organizational effectiveness plus the facilitation skills required to help people understand and embrace new ways of doing things.

What We Do

OD consultants help organizations initiate and mange the human dimensions of change that occur during leadership transition, transfer of leadership, addition of new technology, moving locations, and sudden change from outside sources that effect the organization’s strategies, products and people.

How We Do It

Organization Development — a systemic and systematic change effort, using behavioral science knowledge and skills, to transform the organization to a new state.

Human Resource Development — the integrated use of OD, training and career development to improve individual, group and organization effectiveness to affect improvements to productivity, quality, innovation, and readiness to change.

Training, Education & Development — training, to equip individuals with the skills, knowledge, and attitudes they need to perform their jobs better; education, to prepare individuals for promotions or for enhanced technical abilities in their current jobs; and development, to broaden individuals through experience and give them new insights about themselves and their organization.

Levels of Change

An organization is a complex entity. Change can be initiated at any of four different levels:

• Organization level
• Management level
• Group level
• Individual level

The challenge lies in the fact that these levels are interconnected — a change at one level will have an impact on all of the others. Similarly, any attempt to change the organization for the better has to take all four levels into account.

For example, a major shift in agency focus appears at the organization level in a new strategic plan. Implementing that shift could require new systems at the management level, new processes and relationships at the group level and new skills for individuals. You can give individuals training, but you can’t expect changed behavior unless the new behavior is reinforced by changed expectations, processes and systems at the group, management and organization levels.

OD consultants are trained to help you plan and implement integrated change initiatives at all four levels of your organization.

Organization level — your OD consultant will work with the executive director, board of directors and other individuals to develop organization strategies, structures and systems to improve their operational and individual performance. This might involve:

• Organization Assessment
• Strategic planning
• Succession planning
• Organization design
• Organization culture shift
• Work process improvement
• Whole system meetings

Management level — your consultant works with managers to affect operational and performance improvement by clarifying and communicating team missions, goals and structures, and by providing expertise in the areas of team development, performance management, employee involvement, and inter-group agreements.

Group level — your OD consultant will work with teams to develop a system of interpersonal behaviors and skills that support healthy team development. Healthy teams address tough internal issues with less rancor thereby saving time, money and reducing job stress

Individual level — your OD consultant will work with individuals to help them develop in alignment with the organization’s mission. Increasing self-awareness at all levels creates an understanding of how personal beliefs and behaviors impact others, thus improving communication, interpersonal relationships and teamwork.

Please call Make Things Happen for a complimentary consultation to see how we might contribute to your success!