Key building blocks to a successful Organisational Development intervention

Effective Organisational Development interventions help achieve improvements in the organisation

Organisational Development interventions are designed to improve the functioning of the organisation by creating opportunities for active participation by stakeholders.Organisational Development interventions are designed to improve the functioning of the organisation

5 key OD tools to help achieve improvements in the organisation:

1. Diagnostics:

Discovering the “as is”requires collecting relevant information that indicates the real health of the organisation. This is achieved through observation of “day to day” behaviours, analysis of the organisation’s operations, and interviews with employees & key stakeholders across the organisation. It is important to elicit feedback that helps reveal perceptions, engagement levels, leadership styles, communication and other crucial benchmarks within the organisation. Action steps are designed based on these results and feedback from stakeholders.

2. Building teams:

Team building utilises activities designed to develop and enhance the effectiveness/engagement of those who work in the teams help the organisation perform at new levels. Recognising a group’s challenges early on is essential to prevent task issues or escalating interpersonal conflicts and causing lasting damage. Many work issues can be reduced by changing processes, redirecting resources or managing interpersonal conflict through improved two-way communication and building trust.

3. Behavioural change:

Group interactions can be a great way for participants to openly express and become aware of their ideas, beliefs, perceptions and attitudes they hold about their interpersonal behaviours. This type of awareness intervention can result in increased empathy, tolerance, trust and improved listening skills.

4. Conflict management:

Conflict between two or more interdependent groups can lead to unhealthy competition and confuse lines of authority. When divergent teams can identify with a common goal, understand the benefits of collaboration and achieve a sense of “team” organisational goals are easier to achieve.

5. Process management:

Process management consultation utilises outside OD consultants to assist management identify, understand and act upon ineffective processes within the organisation. Processes such as communications, decision making and leadership styles, cooperation and conflict resolution are observed and weaknesses identified. The consultant then acts as a guide or coach that advises on how these processes can be improved.

Ultimately, all Organisational Development interventions are designed to help bring changes in the conceptual environment of the organisation, and in the outlook of members of the organisation.5 key Organisational Development tools #Infographic



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Richard Riche

Change Communication and Employee Engagement specialist at One Clear Message Consulting
Richard specialises in helping you build real human communication skills. Employee Engagement / Experience, Emotional Intelligence skills, building high performance teams and a great place you want to work. TED style speaking and presentation skills. Training, consulting and coaching.
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