Ensuring individual and organisational readiness for planned interventions
and providing a broader capacity to respond to unplanned change.
Design and facilitation of programs/workshops to articulate the work environment
and flesh out the unwritten rules that are the organisational reality,
in order to move towards an improved work environment
Design and facilitation of programs (including 360° feedback, one
on one coaching, group workshops), ensuring management talent is equipped
to take the organisation forward.
Review of current processes against the required activities, ensuring
with strategy and purpose, determining appropriate resource requirements.
Design and implementation of effective processes/tools ensuring managers
are prepared and skilled to conduct meaningful dialogue and ongoing coaching
for individual performance improvement and development
Organisation Development Philosophy
Evolution not revolution
An integrated approach to enhance performance of the individual, teams
and the organisation as a whole
Find the linkages between what is done or to be done
Always provide the why for people
At an organisational level:
What is the current state?
What will the new organisation look like?
What must change to enable the new organisation to fulfill the
What is the plan to achieve these changes?
How will success be measured?
At an individual level:
Why must this change happen?
How does this affect me?
How will my job change?
Will I have the skills/support to do my new job?
Ensure sustainability through the energy to continue
Not events but a planned evolving approach
Like sailing dont always go directly to the end, but rather
tack with the end in mind
Moving people in a new direction on an unchartered course towards a vision/concept/strategy,
in a way theyve never done it (a set of behaviours people are willing
Desirable to be part of an overall framework of change in
How far, how complex is dependent in part on an organisations readiness
Leadership should operate at all levels of a business, but potentially
in different ways not just the bloke at the top!
Leaders born or made? Everyone is capable of greater things
we can all strive to be the best we can be
Requires defining by the organisation what behaviours do we wish
to see exhibited consistently by our people?
Underpinned by effective coaching
Many methods of developing leadership:
Providing challenging roles with stretch
Developing people proactively by rotation and projects
Defining internal leadership
Allowing the opportunity to make mistakes (within reason)
One on one time
Integrate Leadership into meaningful measurements
link to business results rather than a stand out set of behaviours
For things to change, first I must change
Provide opportunities for people, they choose to accept them or not
What are the opportunities to make a difference?
What gets measured gets done
Perception is reality
Ensuring time to reflect and apply the ah-has
Cause an action to get a reaction
Occasionally throw a hand grenade!