Why is organisational development important?
Organisations today are facing a never ending cycle of change and need to be agile and resilient in a volatile, uncertain, complex and ambiguous environment. In order to avoid the fate of companies such as Kodak, BHS and Blockbuster, and achieve the growth of highly successful organisations such as Google, Amazon or Tesla, being able to anticipate and manage change is essential. The secret to achieving this is never isolated to just one aspect of your business and is dependent on a seamless blend of people, processes and systems.
At the epicentre of any organisation are its people
The way your business is structured will be the determinant of how effectively your employees contribute to the success of your organisation.
But in order to make sure you have the right people in place, as well as the right processes, and the right tools, you first need to know what success looks like for your business. So the first question is:
Do you know what your business looks like in the future?
What will your business look like in one, five or ten years’ time? What are the skills and competencies you will need in order to achieve this vision? Do you have these available already or will they need to be developed, or bought? in?
The next set of questions to ask is: how do you get from where you are now, to where you want to be? And how prepared are you to make that journey?
Is your business and, are the people in it, agile enough, particularly around their development, to take you on that journey?
These are the questions that Organisational Development considers.
Effective OD is all about helping you plan for and achieve your vision for the future, even if you’re not 100% sure what that looks like. In essence it’s about preparing your employees to deal with the uncertainty and change they will inevitably face, and enabling them to drive the change required to grow your business.
By designing your organisation in a way that enables and empowers your people, and shapes them into competent, resilient and dynamic agents of change, you can create a culture of trusted advisors who can both identify the future direction of your business and help you get there.
Change Management and OD
As an organisation required to respond to the latest developments in the field of learning and professional development, we understand the need to manage change efficiently and strategically. Our experience of this has provided us with the capability to confidently support our customers with all elements of the change process.
Helping you develop a clear vision, one that it driven by the overarching objectives of the business, both short and long-term, and that motivates employees and engages customers is essential for ensuring success. Using techniques such as design thinking and facilitation of value proposition workshops, we can help articulate a vision that accurately represents what you wish to achieve.
Communication planning and stakeholder mapping
The ability to clearly, confidently and proactively share updates on developments will enable improved engagement and reduce tensions around change. Our experts in change management, communication and stakeholder endearment can support the development of a plan to enable this to occur.
Business Process Engineering
Combining the expertise of our consultants in organisational development, project management and digital L&D solutions, we can ensure adequate processes are in place to support the roll out of strategic business changes.
Developing a clear model to work from will allow a much smoother transition period, and highlight any risks before full implementation.
Managing a significant change programme requires a project approach; our project management consultants can offer as much support as required, both in the guise of expertise and advice, and practical support.
We are fortunate to have a number of experts from an HR background within our consultancy team, allowing us to offer consultancy on a range of HR-related issues. As the roles of HR and L&D are tightly interwoven, and many elements of the two functions overlap, we can offer consultation on how the two can work in a complementary manner to empower more powerful outcomes for the business.
Strategic Workforce Planning
Effectively planning for the future of your business will revolve around the changes in your workforce as much as any product or service developments. In our experience there are two primary areas of concern in this regard:
Skills assurance is a business continuity activity which is critical to strategic workforce planning. The process seeks to capture critical business knowledge from key personnel who are leaving a project, moving to a new business department or about to retire. At TLD we have developed a range of strategies to support businesses in achieving this knowledge transfer.
In addition to ensuring the necessary skills are captured in the event a key employee leaves a business, there also needs to be someone appropriate in-line to take on the responsibility. Utilising our expertise in L&D and talent management we can support organisations in recognising, developing and on-boarding suitable employees, and enable the implementation of a robust succession strategy throughout the business.
Utilising the existing expertise within your business is a powerful way to enable effective and efficient learning that is constant and wholly applicable in the workplace.
Mentoring is an excellent way to harness this knowledge and share it within the organisation. We have had the opportunity to implement mentoring schemes in many large organisations, and fully understand how effective this approach can be, and have insight into how to maximise the impact.
Mentoring is a particularly important aspect of supporting the transfer of learning that occurs during a talent programme, and establishing a robust mentorship scheme is essential in helping to sustain motivation post-learning.
In addition to offering coaching services for employees at all levels, we are keen to support organisations in developing a culture of coaching within their business.
Targeted employee coaching that is externally-facilitated has an important role to play in professional development, however many organisations are embracing the idea of embedded coaching throughout their business for greater impact.
By equipping employees with a fundamental knowledge of coaching skills and supporting the application of these, business are likely to witness significant evolution in the resilience, productivity and engagement of employees. Combining our expertise in L&D, coaching and change management, we can support the design, development and implementation of a coaching approach within your business.
Ensuring your employees are performing in line with what is expected of them is only possible if you have a robust framework by which you can measure this. To support this we are able to offer consultancy in two crucial areas.
- Development and Design of competency frameworks, using your strategy and vision to clearly define the expectations you hold for your workforce, and the markers of success in achieving them.
- Design of Development Centres in scenarios where individuals or teams are noted as not aligning with certain elements of an agreed competency framework, running a targeted development centre can help re-establish and embed company values and reaffirm expectations, leading to significant advancement in required areas.
Step by step we build something together