There are no cookie cutter approaches to organizational development, although there are useful conceptual frameworks which can be customized and applied to different situations. Ditto for consulting engagements, which focus on a particular aspect of management, be it strategy formulation, specific improvement efforts or corporate communications.
Each organization has its own issues and challenges, so we help discern the organizational dynamics at play and find the key levers to effect change and improve performance. Change for realizing an organization’s mission, vision and objectives requires four key steps:
Analysis & Synthesis – dissect the organization’s current culture and practices and establish the key levers for high performance
Planning – Develop strategies and align capabilities with resources
Execution – Take action to implement agreed plans
Monitoring – Track progress and evaluate the impact of initiatives
To formulate a successful organizational development strategy and bring about change, we need to understand the types of barriers faced in the sector more broadly and in the organization more specifically. We then consider which barriers to remove and which levers to apply, developing tailored approaches to encourage changes in behaviour so as to achieve, and maintain, organizational excellence.
In the context of non-profit organizations, whilst the aim is still excellence through enhanced efficiency and effectiveness, there are a number of specific factors which need to be considered as they build 'capacity', defined by USAID as: an organization's ability to achieve its mission and objectives and sustain itself over the long term.