Organizational Growth

Organizational Growth

“What does that mean?”

“We’re just broken, I don’t know if anything can be done.”
“Can’t you just do some training?”
“I don’t know if I need that.”

These are some things we hear when we tell people we do Organization Development work. Many perceive this work as labyrinthian, and some may not even know that this type of help exists.

organizational growth strategies

It isn’t often that we get calls from clients asking specifically for this work. They will often tell us of teams that aren’t working, customers that aren’t satisfied, how difficult it is to get work done around here, or that their people don’t know what they’re supposed to be doing.

What we do when we help our clients with Organization Development runs the gamut, but often includes the following:

Team Development

Structured feedback collection and synthesis into patterns or trends that can then be put into meaningful action plans.

Conflict management interventions, where we work with the parties involved to find meaningful solutions to the problems.

Team development sessions, where we work with the team to help them more fully understand one another and build bridges to work together more effectively.

Team norms and commitment sessions, where the team identifies “how” the work will get done, and the behaviors to which they will hold one another accountable.

Vision & Strategy Alignment

Review existing vision and mission statements, and strategic plans to evaluate whether they will move the organization toward its stated goals.

Conduct strategy sessions with any or all levels of the organization to ensure that each element understands how they contribute to the overall goal and purpose of the organization.

Build meaningful 1, 3, and 5-year plans for all levels of the organization to ensure continuous forward movement toward goals.

Work with individuals and teams to ensure that personal values and goals align with the organization’s values and goals.

Values & Competencies

Review or build organizational, departmental, and team values; which act as thought, action, and decision-making filters every day.

Review or build Competencies that will be the focal point of development/accountability at the organization, role, and individual levels.

Leadership Expectations sessions to create and communicate that to which leaders will be held accountable.

Processes & Procedures

Conduct Role Clarification sessions to ensure that the organization is clear about expectations of existing roles. These sessions ensure that everyone knows what their accountabilities are.

Conduct Process Mapping sessions to work through any given process, step-by-step, ensuring that all involved are on the same page and identifying potential efficiencies within the process.

Review, continuously improve, or build Human Capital Management processes and strategy. These include recruitment, performance management, succession planning, high potential development planning, knowledge management, and exit strategy planning.

Ongoing Objective Advisor

Conflict management and resolution in real-time issues.

Ongoing inter-personal issues that may be occurring within the organization.

Ongoing change management efforts within the organization.

Culture development within the organization

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