The Organisational Development programmes we offer focus on the organisation’s specific developmental areas which have been identified during a needs analysis process.

The objectives of an OD needs analysis are as follows:

• To identify specific problem areas and to determine what the underlying causes are?
• To develop a comprehensive programme to address these needs and problems.
• To support the management team, by facilitating a practical tailor-made change management programme (based on scientific models and best practices), to implement sustainable solutions which can be incorporated as standard practices within the organisation.
• To assist participants to develop the practical skills required to maintain the changes implemented during the OD process.

Organisational development is essentially a planned process of change.

Through effective change management (interventions), organisations and individuals are required to review their existing perceptions and behaviour in favour of new values and behaviour patterns as part of its future organisation culture. Participants are supported and are led to new work methods, systems, practices and skills which ensure successful results.
Specific interventions are chosen (and developed) to address the unique needs (identified problem areas). System evaluations, policies and procedures, diagnostic resources, management models and instruments, group and individual work sessions and training programmes are typical interventions which are used.

In summary, the main steps within our typical OD programmes will thus include:

• Qualitative and quantitative needs analysis to identify existing organisational problems (and their causes).
• Culture and climate assessments, feedback and interventions.
• Determine and implement organisational development strategies.
• Develop, implement and facilitate interventions for enhanced performance (strategic planning, team building, etc).

The OD needs analysis phase often includes a formal HR audit and action programme to ensure legal compliance and that best practices are imbedded in the organisation’s culture.