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A major part of Organizational Development strategy is designed to overcome the reactions and resistance to change which are a part of life. Emphasis is placed on empowering the people to change the systems.
It is a process oriented approach, using a philosophy of facilitation which cannot be reduced to a series of standard techniques.

This approach is suited to change situations which are complex, and with a high political content.

The stimulus for change usually comes from factors in the external environment which trigger the need to achieve/improve on organizational objectives and relationships or to revise/adopt new ways of working.
This requires an Organizational Development approach which focuses on whole organization, and will usually lead to a strategy involving several related initiatives.
Our consultants work closely with chief client in the organization to facilitate the process.

The fact that Organizational Development aims at changing the culture of an organization requires a long timescale.
Major intervention will often take years, and 6-12 months is quite normal for this style of project.
The results become apparent as the process unfolds in terms of improved communications and changing culture, with new thinking and strategies, and, in due course, improved performance.

How Organizational Development works?

In an Organizational Development approach our intervention consists of being the Facilitator of the change process.
We work with the various company levels to identify points of strength on which to build and areas of weakness which need to be turned into areas of opportunity.

This is achieved in many ways including:

Systems Mapping
ODAS Consulting starts each Organizational Development project with a Systems Mapping phase. (control systems, structure, internal systems, external systems).

Swot Analysis
In order to meet the challenges of the external environment ODAS Consulting facilitates SWOT Analyses on the various systems of the company to bring to light the Strengths, Weaknesses, Opportunities and Threats.

Focus Groups
Culture Change comes as a consequence of changing people’s views and opinions. We work to bring this about by running a series of Focus Groups which bring together many of the various stakeholders of a problem in order to make each one aware of other people’s points of view. The group’s potential is then channeled to work through the different problems as a team.

Take a look to System Intervention >