“Organizational Development: Shaping the Future of the Business”
How do you create and change company culture? It’s a question organizations looks to get answered.
The response is “THROUGH PEOPLE”.
Aligning people practices, business goals and company culture is the key to taking the organization successfully into the future. So, how do organizational development inspire this evolution?
There are 3 key steps to advancing organizational culture:
Step 1: “Unleash the capability and potential within your people”
Unleashing people potential isn’t some “soft” notion. It’s a strategy, and develops a competitive advantage. In organizational development, “unleashing” often beings by using individual and organizational assessment tools to identify talents, skills, needs and gaps. Once we identify the needs, we are able to implement employee, leadership and organizational developmental programs that further empower people.
Many organizations utilize the behavioral & psychometric assessments of individual and team to help people and groups identify their strengths as well as blind spots. From this information, organizations are able to customize employee development, coaching sessions and leadership development. It has been found that training modules that focus on communication, self-awareness, influence and team building complement the strategic goals, mission and vision. These programs allows employees to develop the skills and competencies they need to move the organization forward.
Step 2: “Share and communicate an inspiring vision of the future”
The most critical step sharing an inspiring vision is to have one; however having a vision is not the same thing as being able to articulate it.
The company needs to communicate the vision in such a way that enrolls employees in bringing it about. The next step is to feel it – to literally engage your senses and imagine what the company will look and feel like when the vision is accomplished. With strategic planning, change management we can re-imagine the future of our organization.
When change is introduced, most often organizations miss very simple, yet important steps along the way. As a result, organizations get struck in holding patterns – resistance occurs, change initiatives fails and moral plummets. A phased, systematic approach to change is the best and should include preparing for change, managing change and reinforcing change. The most crucial component in all of these phases is strategic communication. Opportunities to share and communicate an inspiring vision of the future come in varied forms. Organizations shall employ face-to-face talk sessions with key leaders, open hall meetings and email newsletters. This allows the vision to reach people in different ways so they are fully enrolled in bringing about the change.
A change management and communication will go long way in realizing the vision and mission of the company.
Step 3: “Develop, implement strategies that excite people and inspire organization growth; turn plans into action”
Many organizations struggle to translate theory and design into action that will move the organization forward. Why? Often because people don’t identify and associate their own role with their organizational purpose.
Do employees really know round the clock what the organizational goals are and how they fit into the big picture? Turning strategy into action won’t happen if employees don’t know what they are doing and why they are doing it. If we want to look for a way to determine what strategies will give for our investment, first look to the best source – PEOPLE.
Employee surveys, environmental scans, focus groups and health checks are good ways to inspire organizational growth and plan for the future. Turning plans into action starts with aligning strategic design with vision and making sure people know how they are connected to the plan.
Organizations shall take every opportunity to connect employees to strategic goals, to each other and to important information. The on-boarding program is a good example of this. We should connect new employees early on to the big picture by introducing company values, goals, and actively reinforcing their purpose here through hands-on activities. They leave on day one knowing why they are here, how they impact our top and bottom line and how they can help us turn plans into tangible change.
Successful organizations leverage good practices; they are collaborative and future oriented. There are a variety of organizational development strategies that lead to change into an organization. OD groups focus on developing the structures, systems, processes and people within the organization that can be directed towards individuals, work groups and the entire organization.
Through Organizational Development, organizations can change culture, build capacity, achieve goals and purposefully manage challenges and change.