Organizational Development Consulting

In Feb 2024, a mid-sized company was on the brink of collapse. Employee morale was at an all-time low, turnover rates were climbing, and competition was leaving them in the dust. The leadership team was overwhelmed, unsure how to navigate the storm. That’s when our team stepped in. We knew the organization had untapped potential—it just needed a strategy rooted in the 5 Pillars of Organizational Development (OD) to unlock it. Here’s how we partnered with them to create a transformation: 1. Leadership Development: We began by identifying gaps in leadership skills. Through tailored training programs, we turned managers into inspiring leaders capable of guiding their teams with clarity and purpose. The shift was immediate—teams felt motivated and aligned with a shared vision. 2. Culture Alignment: The company’s values were disconnected from its day-to-day operations. We conducted workshops to redefine their mission and integrate these values into every aspect of the organization. Employees now felt a renewed sense of purpose and belonging. 3. Workforce Development: Recognizing the need for upskilling, we rolled out a series of training programs to enhance technical skills and soft skills. Employees were equipped to take on new challenges, and their confidence soared. 4. Change Management: Resistance to change was a major roadblock. We implemented a structured change management plan that included transparent communication, training, and leadership support. This helped employees navigate transitions with ease and resilience. 5. Performance Management: We introduced clear performance metrics and a feedback-driven culture. Employees received regular coaching, and successes were celebrated. This approach created accountability and fostered a sense of achievement across the board. Within months, the organization saw a complete turnaround. Productivity increased, employee engagement hit record highs, and they reclaimed their position as a leader in their industry. Organizational Development isn’t just about fixing what’s broken—it’s about building a sustainable framework for growth and success. What challenges does your organization face? Let’s talk about how we can help you transform your workplace! #OrganizationalDevelopment #LeadershipTransformation #CultureAlignment #WorkforceDevelopment #ChangeManagement #PerformanceExcellence #BusinessTurnaround

𝗠𝗶𝘀𝗮𝗹𝗶𝗴𝗻𝗲𝗱 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝗼𝗻 𝗗𝘂𝗲 𝘁𝗼 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗕𝗹𝗶𝗻𝗱𝗻𝗲𝘀𝘀 𝗪𝗵𝗮𝘁 𝗚𝗿𝗼𝘄𝘁𝗵 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝘁𝘀 𝗢𝗳𝘁𝗲𝗻 𝗗𝗼: ▪️Focus on external outcomes (market expansion, revenue growth, operational scaling) ▪️Deliver strategic blueprints without customizing to the internal cultural context ▪️Prioritize speed, metrics, and deliverables over behavioral readiness ▪️Underinvest in middle management adoption, trust-building, and communication dynamics ▪️Treat resistance as a people problem, not a systemic indicator 𝗦𝘁𝗮𝘁𝗶𝘀𝘁𝗶𝗰𝗮𝗹 𝗣𝗿𝗼𝗼𝗳 𝗼𝗳 𝗙𝗮𝗶𝗹𝘂𝗿𝗲: 📉 ▪️70% of change initiatives fail, often due to cultural resistance and employee disengagement (McKinsey & Company) ▪️Only 12% of companies achieve sustained growth from strategy consulting alone (Bain & Company) ▪️Only 30% of transformations succeed long term, and those that fail do so because they ignore people, behaviors, and systems (Kotter International) ▪️Only 20% of employees strongly agree that their performance is managed in a way that motivates them (Gallup) 𝗪𝗵𝗮𝘁 𝗢𝗗 𝗗𝗼𝗲𝘀 𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆 (𝗮𝗻𝗱 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹𝗹𝘆): 💡 1️⃣ 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗮𝘀 𝗖𝗼𝗿𝗲 𝗜𝗻𝗳𝗿𝗮𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲: OD doesn’t treat culture as background noise; it sees it as the operating system. ▪️OD conducts culture audits and readiness assessments before executing change ▪️OD aligns proposed strategies with actual organizational values, behaviors, and history ▪️OD works to uncover the unspoken norms that sabotage good plans ▪️OD ensures the culture is ready before the change begins 2️⃣ 𝗦𝘆𝘀𝘁𝗲𝗺𝘀 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁: OD aligns structure, strategy, behavior, and purpose so that everyone rows in the same direction. ▪️OD adjusts performance management systems to reflect new priorities ▪️OD redesigns incentives, roles, and decision rights to support strategy ▪️OD avoids siloed implementation by integrating cross-functional feedback ▪️Growth consulting delivers what; OD delivers how, who, when, and why it sticks 3️⃣ 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿 𝗖𝗵𝗮𝗻𝗴𝗲 𝗮𝘀 𝘁𝗵𝗲 𝗖𝗼𝗿𝗲 𝗠𝗲𝘁𝗿𝗶𝗰: OD measures success by what changes in the system. ▪️OD builds leadership capacity for modeling new behaviors ▪️OD shifts team norms and interpersonal dynamics ▪️OD reinforces new habits through learning, coaching, and feedback loops 4️⃣ 𝗧𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝗩𝗼𝗶𝗰𝗲: OD practitioners build trust by: ▪️Engaging stakeholders at every level ▪️Creating safe forums for resistance and feedback ▪️Building co-ownership of outcomes instead of buy-in 𝗕𝗼𝘁𝘁𝗼𝗺 𝗟𝗶𝗻𝗲: Growth consultants can deliver compelling plans, but without OD, those plans often wither on the vine. OD is the bridge that turns strategy into sustainable impact by enabling strategy to take root. #OD #OrganizationalDevelopment #HR #HumanResources #GotOD #Growth #GrowthConsulting #Leadership #ExecutiveLeadership Organization Development Network The Management Sherpa™

Struggling with Toxic Work Culture, High Turnover, and Missed Goals? It's time to Consider Organizational Development (OD). Organizational Development (OD) is a structured process aimed at improving an organization’s effectiveness and health. Rooted in behavioral science, it focuses on enhancing processes, structures, and human behavior through planned interventions. OD aims to help organizations grow, adapt, and achieve their goals by promoting collaboration, improving communication, and aligning employees with company values. OD is people centered, it prioritizes positive workplace values and healthy behaviours to create a productive organizational climate. It is data driven, using information to identify problems and opportunities for improvement. The process is guided by change agents, who act as facilitators or coaches, helping teams implement and sustain changes. It also includes follow up processes to ensure the long term success of the improvements. These interventions are not short term fixes but are designed for sustained growth and functionality. OD helps organizations align goals with employee performance, improve adaptability, and foster a positive culture. By promoting collaboration and communication, it ensures sustainable improvements, boosts employee engagement, and creates a flexible, high-performing workplace.

I’m an organizational psychologist. And no, I had no idea what that was until I embarked on my journey to address unemployment for autistic people back in the 2010s. I thought I’d share a ChatGPT overview of what an Organizational Psycologist is and what we do. I felt this important to share because organizations often neglect to consider the importance of understanding how people behave must be aligned with how the organization needs to function to be sustainable. My work in neurodiversity / neuroinclusion relies much more on my business and psychology knowledge than my lived experience as a neurodivergent person. Saying that, my practice is enhanced greatly bringing in the voices of the neurodivergent population and I would not want to work any other way. But, we can’t offer real solutions without knowing how businesses work. Think of this when you hire a person or company to make change for neuroinclusion. It’s a complex topic and requires a well-rounded approach for succesful implementation. Chat GPT Definition: An organizational psychologist, also known as an industrial-organizational (I-O) psychologist, applies psychological principles and research methods to understand and improve the functioning of individuals and groups within organizations. Their goal is to enhance workplace productivity, employee well-being, and organizational effectiveness. They use evidence-based practices to address challenges in areas such as leadership, teamwork, hiring, training, and organizational change. Key Areas of Focus: 1. Employee Selection and Recruitment • Designing job descriptions and assessments. • Developing hiring processes to ensure fairness and efficiency. 2. Training and Development • Identifying skill gaps and designing training programs. • Facilitating leadership development and career growth. 3. Performance Management • Developing systems for evaluating employee performance. • Helping set measurable goals to enhance productivity. 4. Workplace Well-Being • Improving employee engagement and satisfaction. • Addressing workplace stress and conflict resolution. 5. Organizational Development • Assessing company culture and facilitating change management. • Streamlining processes for greater organizational efficiency. 6. Research and Analytics • Conducting surveys, interviews, and assessments to gather workplace data. • Using statistical analysis to solve organizational problems. Where They Work: • Private corporations • Consulting firms • Government agencies • Nonprofits • Academia and research institutions Organizational psychologists often collaborate with HR professionals, managers, and executives to align organizational goals with human potential. Their work bridges psychology and business to create better workplaces. #IOPsychologist #OrganizationalPsychologist #Neuroinclusion #Neurodiversity #ChangeManagement #Inclusion