Organizational development means ensuring your business has the right people in the right roles, and that everyone on the team knows how to perform, communicate and lead in ways that will benefit your growing company. Companies are continually challenged by globalizing markets, competitive pressures, advancements in technology and staffing transitions. In the midst of so much change, business leadership must devote resources to developing the organization and its team members so they remain nimble, customer-focused, effective and innovative. That’s the key to not only surviving, but thriving in the face of new opportunities.
Organizational development comprises many elements, but implementing even a few small changes can significantly improve overall effectiveness.
> Leadership Development – coaching and mentoring the next generation leaders your company needs
> Employee Development – understanding what motivates an employee and developing plans to increase their contributions
> R2A2 – moving beyond traditional job descriptions to assess Roles, Responsibilities, Authority and Accountability
> Organizational Structure – refining the current organization structure to maximize key employees and provide support to areas that may be underperforming
> Succession Planning – mapping out the future direction for your team and business
Preparing your business to respond to future challenges is one of the primary benefits of undertaking a rigorous organizational development effort. But the process itself typically yields immediate benefits in employee communication, development and motivation. When employees feel valued and invested in the success of the company, companies will see increases in morale, job satisfaction, productivity and, ultimately, profitability.
“If everyone is moving together, then success takes care of itself.” – Henry Ford