Organizational development training and skills competency that builds up the expertise of your workforce. Meet ever-changing market demands. Build a Tribe, Embrace Change, Think Strategically, Be SMART. Even more a way to develop consistency, foster happiness & encourage innovation!
Organization Development Needs We Can Help!
How Your Business Can Benefit from Organization Development:
Organization development (OD) is a practice that many companies regardless of size are now embracing. The adage that change is the only constant in the world definitely applies to businesses. Companies that practice organization development can also continuously evolve. Learn to hurdle the challenges posed by these changes based on internal and external factors.
OD is a relatively new procedure, having been born out of human relations studies that evolved in the 1930s. During that time, psychologists discovered that organizational structure and processes affect the motivation and behavior of workers.
Lately, companies have practiced OD to adapt to rapidly changing business environments. Through this process, our training helps to organize your business. We develop or re-evaluate procedures, implement goals, and help with initiatives. This process impacts the learning and knowledge of your workers. You also need to harness employee and teamwork development. There are many benefits that your company can derive from our services.
Companies that practice organization development can continue to improve their business processes. Whether it’s enhancing internal regulations, enhancing marketing programs, or changing logistic plans. Our method calls for a continuous cycle of improvement due to companies desires to plan, implement, evaluate, and monitor their organizational strategies.
Continuous improvement of a business process leads to innovation. Firms that apply organization development can determine which of its products and services need to be enhanced. At the same time, these companies can identify the most opportune time to launch a new product or service.
Employees play a vital role in any organization development program. Companies that encourage enhanced communication and interaction amongst employees are more satisfied. The discussion is open both vertically and laterally. Increased employee engagement allows the company to impart its goals and values with its personnel. Employees can better understand the aims of the organization and how they can contribute to the fulfillment of these targets. Enhanced communication within the team also leads to quick conflict resolution for lower turnover and improved employee satisfaction.
Aside from encouraging enhanced communication amongst employees, the organization development also results in employee development. This process is brought about by the need for the company to keep up with evolving market requirements. By partnering with our business to provide regular training and skills competency, companies build up the expertise of their workforce. This allows you to meet ever-changing market demands. Employees who are well-trained also have high morale and are more capable of innovating. These employees can then be counted upon by the company to contribute to its continuous improvement efforts.
There are many ways a company can improve its bottom line. By encouraging innovation and improving the efficiency of its employees, company operations are more efficient. As a result, company profits increase.
Reducing costs is also a benefit. Engaged employees won’t be skipping work frequently, enabling the company to maximize the contributions from its workforce. Motivated employees also deliver excellent customer service, which would encourage clients to continue buying a product or service from the firm.
As a result, a corporate culture that stresses constant innovation and puts a premium on customer satisfaction will have a distinct advantage over its competitors.
Organization Development Life Cycle
Few companies have the capital to invest in organization development activities. Like employee and teamwork development, leadership training, and enhanced work systems and procedures. When meeting the next payroll is a paramount concern, the technical needs come first. However, if put even a few dollars on building up your team, profits will come.
Consequently, the growth stages of the business lifecycle are often the time when these services are the most needed. Balance and Harmony 360² can help bridge the gap as your business grows and matures by providing organization development services on a contract retainer basis.
Depending on the needs of the client, we can work with you and employees one time per week, or several times a month to stay focused on the big goals. We can develop strategies, connect the team, and drive results. Rather than incur the cost of sending your people out for training and organization development, you can bring us in at substantial savings.
Strategic plans are a must. An idea with twenty, thirty or more pages of documentation is not likely to provide the appropriate rudder to steer daily activities and keep your business on course. Plans that take many months to develop, debate, and finalize can take on an aura of finality. How difficult is it to update that kind of planning document?
We START with simple one-page ACTION plans that get used as a means of prioritizing. What is the goal, what objectives are essential? When will those objectives get done? It also shows employees “change” is happening and how their role fits in the process. Simple plans that are used and revised often put your company in a better position to respond to changes in your business environment.
At the core of a strategic plan is the vision of where the company wants to go. Entrepreneurs begin their businesses with a dream. The dream is an idea of the kind of business they want to create. It is a sense of what the company should be and what it stands for in today’s market.
Strategic Visioning and Planning
More often than not a corporate vision looks to the internals of the business itself. This often ignores the apparent needs of organization members. Our 360² approach to Strategic Visioning and Planning includes issues like what kind of employees the company desires. We also look at issues of the staff and how that affects the vision. We help develop or update your business’s mission and core values to share with all members of the organization. To get everybody pulling in the same direction, they have to know where they are going and how you will take them there.
One of the life’s constant phenomena – change. The digital age has dramatically increased the tempo. Your customers, competitors, suppliers, and environments in which you operate shifts every day. Companies that don’t change to meet changing needs will inevitably fall by the wayside.
Many businesses acknowledge the need to change, but few succeed with significant change management efforts. A study by McKinsey & Company found a shocking 70% of executives surveyed felt their change management efforts had not achieved their aims.
To change you need to know where you want to go. Stop and take a realistic look at where you are now. This paradigm applies to personal change as well as to the technical aspects of the business. At the core of our approach to change management at any level are the basic concepts. SMART goals – Specific; Measurable; Actionable; Realistic; and Targeted.
Our change management strategies typically follow a 360² assessment. In the belief change needs to start at the top of the organization, our preferred approach is, to begin with, company leadership.
Problem Solving & Team Building
Practical problem solving follows the paradigm of “to get where you want to go you need to know where you are” but often doesn’t. What business leaders want are solutions to problems fast. They frequently jump into generating alternative solutions before addressing the issue itself with full understanding.
A Teamwork approach elevates problem identification and generation of solutions from an “alone activity” to a “one to all” activity. However, in the early days of many small businesses the top management team often preferred to do things on their own rather than getting employees more involved.
A teamwork approach to problem-solving does not mean an endless series of meetings. Teamwork is about mutual trust, productive debate, and conflict resolution. It’s also about a commitment to action even without full consensus, mutual accountability, and achievement of collective results. To use a teamwork approach to problem-solving, you first have to build effective teams.
Solutions from a 360² vantage point; Put Systems in Place that Run the Business
We work with our clients to build functioning teams. We look at problems and potential solutions from a 360² vantage point. In the early days of many businesses, entrepreneurial founders often find themselves running around in circles making things up as they go.
In some cases, the owners feel like they are the ones doing all the work. Their businesses are so dependent on their efforts they can’t seem to get away. In truth over time, a company should put systems in place that in effect run the business. The people are there to work on the details. Business owners who feel as though they are spinning their wheels need to develop a systematic approach to running the business.
Procedures and Processes
Systems breed work procedures and processes. If your company has yet to establish work procedures, this needs to take priority. If the systems in place are obsolete and out of date, your employees are left to operate on a crisis-by-crisis basis. This often creates inconsistent effort and results. A 360² assessment can pinpoint inconsistencies and form the foundation for developing a standard set of operating rules and work procedures and processes. We specialize in keeping things simple. Complex systems that are difficult to follow rarely get done.
When it comes to meetings, how does your team respond? Do they dread the thought of yet another meeting? First of all, meetings are a tool. Like any tool, you have to know when its use is appropriate. Even more, you need to know how to use it to get the job done. Effective meetings can have a powerful energizing effect on all involved. Problems and opportunities are identified and hashed out. Above all, a team “buy-in” is made with decisions.
The difference between meeting disasters and meeting successes is a matter of assembly practices. We can help you with a set of “best practices” based on our SMART Meeting approach!