Organizational Development Proposal Samples

Hello everyone. It's time to talk people management again. Today, we want to clarify for you what Organizational Development in short. What it means, and how it can be effectively exercise inside an organization. Well, organizational development is about a complex transformation effort, that's intended to evolve an organization from A to C. It's usually done because the surrounding environment tends to change, and we want our organizations to stay competitive despite the conditions.

Now it's not just anything that's down to better an organization. It's a purposeful change effort, with a specific result in mind. And often requires technical knowledge, like industrial and organizational psychology, human motivational theories, process thinking, or process modeling, and project management, etc. Now, we want to see HR leading this sort of effort always, but sometimes we don't have the right skills to do so, and other times we are not always invited to the party.

We do want to encourage our business leaders to demand HR professionals to play a role in such change processes. So what are the critical success factors of an OD intervention. There are;

Planned effort
So anything that hits you by surprise, or feel slightly disjointed from strategy, it really cannot, and should not be an order intervention.

Organization wide effort
So, for the change to be consumable and sustainable, it needs to touch everyone in the organization. So it cannot be a management only exercise.

Managed from the top and bottom up
It's managed top-down, but also bottom-up. Feedback and communication is critical to any change process. So, if your leadership team is not showing up, or creating the channels to listen to the employees, you are missing out on a big opportunity.

Increase organizational effectiveness and health
When we're doing all the intervention? We assume, there are just enough resources inside an organization, and we look for ways to create efficiencies. Almost required, we don't necessarily try to make new investments, and no matter what we try to leave the organization a better state and found.

Use behavioral science and knowledge
There are so many change efforts out there that are not scientific, you have to be aware. We highly recommend for an all the intervention to be successful. You leverage your internal organizational data, but also rely on scientific data 50% of the time. So, next time when a partner comes, and says we need a change process, now you know what to consider.