What is Organizational Development?
Organizational development is the planned, systematic change in the values, beliefs, attitudes or behaviour of employees for the overall growth of a company or organisation. In an organisation, as in the human body, there is a wonderful chain of interdependencies in the way different factors interact, resulting in a high performing company where people are happy to go to work day after day, or a mediocre or below average organisation where most of the employees' days are characterised by apathy or even survival. It is surprising to us that even today, many (large) company managers forget that they are not only responsible for the day-to-day running of the company, but also the catalysts of the organisation, capable of making it a happy, stable place to work for employees, or a temporary survival camp. Many managers seek refuge in the predictable semblance of numbers, facts, machines and processes, and delude themselves into believing that managing them is sufficient for leadership effectiveness. Many keep their distance from people or maintain superficial relationships because they don't know how to treat their employees. And in a way, you can't blame them for this, because our school system focuses on strengthening cognitive skills, not emotional ones. But what you can blame managers for is when they recognise this problem but do nothing to change it. Our goal is not to convince them. Our aim is to support those who really want to change and make a difference and build a workplace community where people are happy to come because they know that in the long term that is the only way to be successful.
Benefits of organisational development:
Continuous improvement
Effective organisational development encourages companies and organisations to adopt new approaches, models and processes that make them more efficient and thus help them stay up to date with the latest trends in the industry. This leads to a culture of continuous improvement and quality orientation throughout the organisation.
Improving products and services
Organisational improvement improves the overall performance of the company
(product, services, management, relations with colleagues, etc.). Employee satisfaction is directly proportional to the quality of work, the sense of meaningfulness of being at work and their subsequent satisfaction through better relations with their immediate colleagues.
Improved communication
Organisational development has a spill-over effect on the organisation by removing barriers to success, setting long-term direction, developing strategic competences and building processes. A joyful and productive work culture resulting from successful organisational development initiatives culminates in improved business outcomes (better brand image, increased revenues and profits, better growth opportunities, enhanced sustainability).
Higher profits
Organisational development has a spill-over effect on the organisation by removing barriers to success, setting long-term direction, developing strategic competences and building processes. A joyful and productive work culture resulting from successful organisational development initiatives culminates in improved business outcomes (better brand image, increased revenues and profits, better growth opportunities, enhanced sustainability).
Employee development
Organisational development involves understanding how employees can make or break a company. If employees are not cared for, their overall job satisfaction can decline, forcing them to look for better opportunities (which are plentiful). Boosting employee morale through a variety of means, such as team building, creativity training, employee engagement initiatives, progressive HR policies, work-life balance support, can be well managed if implemented as part of a strategically aligned organisational development plan.
Solutions:
- Building more effective working relationships
- Building a feedback-based culture
- Turning groups of talented individuals into high-performing teams
- Personalised leadership development
- Identifying and managing interpersonal problems and conflicts
- Personalised development and training programmes for employees
- Building a feedback-based culture
- Turning groups of talented individuals into high-performing teams
- Personalised leadership development
- Identifying and managing interpersonal problems and conflicts
- Personalised development and training programmes for employees
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