Organisation Development: Training vs Consulting

Firstly what is Organisation Development? There are many different views!

Let’s go with, “a critical process that enables organisations build their capacity to change and achieve greater effectiveness by developing, improving and reinforcing strategies, structures and processes”. Strategies include Culture, Leadership and People.

OD is so comprehensive that it is well beyond the realms of Training alone, although training could form part of the intervention.

The model we use at Leadership At Work consists of six practices.

They are:

1 Current Reality – where are we now

2 Vision – creating a shared view of the future

3.Drivers – energising the organisation

4 Enablers – preparing the way forward

5 Action – where planning meets performance

6 Review and Renew – the key to sustained effectiveness

These 6 Practices are supported by 3 key Principles embodied in these questions:

1 Do we have top management commitment to change?

2 Are we sure we have top management commitment?

3 Are we absolutely bloody certain that we have top management commitment?

If yes is the answer to these 3 questions then consultants can codesign with the Senior Leadership Team a process incorporating the 6 Practices.

Without that partnership between the Senior Leaders and the Consultant the OD intervention will surely go the way that most “ restructure “ exercises go attested by weary staff who have heard it all before with the same lame results.

BOHICA* is the mournful cry from people in organisations subjected to one change program after another with little to show for their efforts.

BOHICA: Bend over here it comes again!

P.S. A comprehensive outline of the 6 Practices are outlined in our book, The Business Of Life.

Copies can be purchased through our website www.leadershipatwork.com.au

P.P.S. And yes Leadership At Work consult in the OD space!!