Change Management
When facing significant organizational change such as mergers, acquisitions, infrastructure / restructure or new executive leadership, ODR can assist in assessing and aligning business strategies, operations and culture. Our experienced organization development consultants partner with our clients to create and foster a culture for sustainable change. We provide services in assessment, design, communication, implementation and evaluation to assure the organizational transition required to accelerate and sustain change.
Our extensive experience in managing the psychological, educational and behavioural aspects of transition will assist in minimizing the risk of productivity dip often associated with change. Whether for organization wide or project/programme specific initiatives, our OD consultants expedite the change process utilizing a systematic approach to managing the people side while minimizing business disruption, resulting in a faster return on investment. We also offer interim management services and resources, reflecting our hands-on approach and depth of operational experience to those organizations looking to source capability and/or capacity.
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Project and Change Management Resources |
We offer the following organizational change management services;
- Vision and strategy development
- Strategy design, implementation and review
- Organizational change management road maps / plans
- Organizational diagnostics, impact analysis and business case development
- Change and end user readiness assessment
- Structural alignment, design and development
- Training needs analysis
- Design, development, delivery and evaluation of training and communication
- New business model execution
- Organizational alignment
- Cultural change definition and/or acceleration
- Coaching and support of leadership
- Assessing and sustaining stakeholder engagement Project/programme change management resources
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Organization development addresses the performance aspects that connect or disconnect to create efficiency and productivity in the dynamic systems at work within organizations. When introducing change ODR assist by aligning, realigning the existing systems or creating more effective practices. Creating the link between strategy and results, the purpose of organizational alignment is to catalyze efforts, energies and practices around a common direction, operating culture and business approach that supports sustainable success. Alignment creates new forms of accountability defining the leverage employees have to operate within the context of strategic initiatives. It achieves congruence between the rational element (strategies, goals, processes, systems and practices) and cultural elements (artefact's, legends, rituals, heroes, mental models, symbols, values) and connects these is a way that employees can navigate. Misalignment of these systemic elements is the major reason anticipated results are not realized. |
ODR combines the disciplines of management science and the behavioural science of organization development to assist senior management teams design and align the what needs to be done with the how things are to be done so that the day-to-day behaviours of staff are congruent, synergistic and support performance. We assess the current organizational factors against the desired future state across dimensions such as strategy, process, structure, competencies, technology and performance management.
ODR assists in establishing the 'best fit' structural framework to suit our client's organizational challenges. Organizational structures define the capability, capacity and accountability mechanisms that enable leaders and teams to navigate their role and achieve their objectives. Matching accountability with authority and getting the span of control and delegations right has a profound impact on the culture and the way organizational values are expressed in employee behaviour. It sends strong signals about trust and governance avoiding the poor disciplines and lack of trust that lead to bureaucracy. ODR provide services in:
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Organizational culture includes the networks of social relationships and behavioural patterns of employees such as norms, roles, communication, values, beliefs, habits, ways of doing and perceiving and attitudes. The profile of an organization's culture identifies and measures its market strength and development requirements.
ODR assists in defining and realigning organizational cultures to ensure the networks, social relationships and behavioural patterns implicit in your organizational culture have a profound positive influence on how the work is done. Our Cultural Change programs consider more than the development of skills and knowledge. ODR offers strategy development appropriate to your cultural requirements including symbolic management, transformational leadership and true empowerment to release and enable staff capability. Our services include;
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Identifying and measuring cultural beliefs, values and attitudes that are driving positive and dysfunctional organizational behaviour
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Challenging, addressing and reframing dysfunctional beliefs, values and attitudes by facilitating acceptance of the new organization requirements
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Coaching executives and managers in the behaviours used to lead cultural change
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Providing training, coaching and development in a range of options to teach empowerment, continuous improvement, innovation, personal alignment strategies and full engagement with future possibilities
Evaluating the progress of a project or program is an integral component of the continuous improvement and risk management framework. Using a systems approach, our expertise can be applied on a permanent or as required basis to determine;
- The ongoing relevance of the intended outcome of the program or project
- The extent to which the program / project outputs are delivering the identified outcomes and what is either contributing to or detracting from performance
- That program / project resources are used efficiently and dependencies are mapped
- That risk management protocols have been established and are being monitored and processes are being improved where appropriate
- That the benefits are being tracked and measured to assure realization of the required outcomes