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Train Your Leaders

Organizational Development

From a textbook perspective, any planned and systematic attempt to improve the functioning of an organization qualifies as a form of “organizational development”, or OD. Therefore, any training program that is undertaken, any employee surveys that are implemented, or any focus groups that are conducted qualify as a form of organizational development.

More commonly, however, the term “organizational development” is normally used to refer to interventions that are specifically designed to enhance the level of coordination, communication, and alignment within the organization. As such, most OD efforts are multi-faceted in nature, involve a number of different but inter-related groups or departments, and rely heavily on the strategic directives/initiatives of the organization as a frame of reference.

In addition, OD efforts tend to stress a “systems” view of organizations (i.e., a change in one system or part of the organization will impact others), and also focus heavily on the need for “change agents” to help the organization work through the change management process.

Examples of specific OD interventions are as follows:

  • Human Process Interventions (group and individual training, coaching, role clarification)
  • Techno-Structural Interventions (determining optimal organizational structure and design, organizing tasks/jobs/roles, implementing Six Sigma or Total Quality Management, implementing a Balanced Scorecard and other outcome measures)
  • HR Management Interventions (employee performance management, employee development programs, career planning workshops)
  • Strategic Interventions (strategic planning, cultural change initiatives, organizational transformation)

PDP consultants can serve as expert resources for your organization in the above OD areas.

Click here for more information on specific Organizational Development interventions.