Organizational development is a process that involves identifying the current state of leadership, structure, processes, people and climate in order to develop strategies that help companies improve their performance.
Fahim Ekbal Moledina is a solutions-focused strategist who has been leading organizations for over a decade to meet their targets and focus on continuous improvement. I have considerable experience in change, product, and project management.
In today’s world of constantly changing technologies and demands, it’s critical for organizations to be flexible. This requires constant redesign and re-alignment of structures, culture and processes.
Leadership development involves improving the skills and abilities of leaders, so they can perform their roles effectively. It also prepares current and future leaders for management positions in an organisation.
Leaders are responsible for motivating teams and making strategic plans to help companies achieve their goals. They can also help organisations make changes and improve processes.
Some of the benefits of leadership development include improved productivity, increased employee engagement and retention, improved customer satisfaction and higher profits.
One of the major challenges organizations face is identifying and developing effective leaders. A common mistake is using a standard cookie cutter "leadership program."
This fails to identify and work on individual improvement areas that are unique to the leader's strengths and weaknesses.
Stakeholder centered leadership and team coaching is a much more effective approach. This enables leaders to get feedback from their team members about their strengths and areas for improvement, and then incorporates this feedback into a personalized development plan.
Team development is an ongoing process that helps teams grow and evolve. It acquaints each member with the talents and roles of other members and fosters a sense of teamwork, communication, and productivity.
Organizational development services offer many team building activities and tools to help groups connect with each other. Some of these techniques include Circles of Influence and other group reflection exercises.
Forming is the first stage of team development, when groups get to know each other and establish a working relationship. This is a critical time for team leaders to clarify individual roles and expectations early, and help members understand their duties within the larger context of the project.
Storming is the second stage of team development, when conflict and tension arises in the team’s work. This stage can be especially difficult and often causes unnecessary animosity, but it is an important step in the process of team development.
The final stage of team development is called Adjourning, which is when employees move on from the project. This is a great opportunity for leaders to encourage long-term relationships, celebrate the team’s efforts, and reflect on the project’s success.
Individual development plans are a powerful tool for fostering employee engagement and empowering employees to advance their careers. These plans focus on a staff member’s career goals and allow them to identify development experiences that will help them meet those goals, while also meeting company needs.
The most effective IDPs are collaboratively created by the employee and their manager. This ensures the plan is reflective of their goals and aspirations, while giving their supervisor a clear roadmap of what to do to support their progress.
Creating IDPs requires a manager to create a climate of trust and psychological safety, as well as providing support for the development process. With Lattice’s new IDP feature, managers can go one step further to promote growth by guiding their employees through this process and continuously tracking the progress of their long-term goals.
Depending on the company, organizational development initiatives may take many months to implement and achieve their objectives. These initiatives address a wide range of business processes, from improving team dynamics to increasing profits.
Organizational development services offer a variety of organizational interventions that are designed to improve an organization's functioning. These interventions can involve a wide range of activities that can change leadership styles, organizational structures or behavioral patterns within an organization.
The first step of OD process intervention is to assess information, identify challenges and set goals. This includes collecting feedback and gathering data from employees, focus groups or customer surveys to re-evaluate issues.
During this phase, leaders develop an action plan that includes the specific measures that will be taken to address identified problems. This includes establishing milestones, identifying team members who will undertake certain tasks and setting measurable objectives that define the expected results.
Group interventions involve changes to the processes, structures and content of a specific group that might be needed in the event of department restructuring or a company's rolling out new business strategy. Examples include communicating new job responsibilities or providing team building skills and conflict management training. These are usually a part of the management process, but may require an outside consultant if a large-scale change is needed.