Organizational Development

Organizational Development that
Aligns People and Processes

At Great Workplaces our HR focused organizational development services understand that business problems are people problems. Solving people problems requires change at the individual level as well as in the overall approach an organization takes in how it runs. Over the years we have developed a system to facilitate organizational transformation. We work with you to find the strengths and weaknesses in your existing organizational dynamic. We then develop a plan to help the members of your team, division, and company work to maximize their individual and collective strengths while growing past the weak points.

Areas of Organizational Development We Serve

Structure Assessments
and Design

Workplace
Mediation

Cultural
Assessments

When do you Need Organizational Development in HR?

Let me ask you a few questions.

  • Are structures within your organization not working together for a common purpose?
  • Do you notice there is no way of making decisions about the future?
  • Does conflict often disrupt your organization?
  • Is the lack of processes stopping improvement of your operations?

If you want your organization to achieve its most productive level, it must be healthy. You need an energetic environment that has a minimum of chaos, conflict, and confusion. Whether you run a for-profit business or a nonprofit organization, your organization must be able to grow and adapt to changing conditions with improved performance if it is going to thrive.

What Are The Benefits Of HR Focused Organizational Development From Great Workplaces?

  • Assess & Design: eliminate work that has no value
  • Assess & Design: have the right people in the right jobs
  • Mediation: Retain star performers
  • Mediation: positively change workplace interactions
  • Cultural Assessment: Is what we say we are truly what we are
  • Cultural Assessment: a unique differentiator that influences talent attraction, retention, motivation, and employee engagement

Organizational development process from Great Workplaces

Organizational Inquiry - What is going on?

What’s working, and what needs tweaking–or a complete overhaul? Sometimes the visible problem is not the root problem. There can be underlying attitudes and beliefs that create a stagnant or unproductive atmosphere. 

Recommend and Clarify - What should we do?

Once we know the issues to overcome, we will partner with you to develop actions and plans to address them. During this process, we will also clarify your vision for your company. How much are you willing to change? What processes, values, or traditions do you want to keep, and which ones are you willing to set aside? 

Implementation - Who will do what?

Time to decide who will put the plan into action. Sometimes you will want to deal with items internally. Other times, a fresh face from outside the organization may be the best person to create change. A good plan takes time, occasional discomfort, training, and expertise to properly implement. We can decide when to use your team, when to use our skills, or when to bring in another expert to help you work the plan we develop.

Coach and Stick - How will we create change that lasts?

Coaching is a collaboration and makes it all ’stick’. You agree to sustained efforts and communication. Your people must aquire key skills and motivation to follow through on individual action plans that improve the organization – from front line up to executives.

What Our Clients Say

I received a promotion in April, and as part of the promotion my boss negotiated some coaching hours with Karen. To be honest, I was hesitant. In my former employment, coaching was used when they were trying to walk you out the door. And I was a little confused: I just got a promotion, but now I need coaching? But when I first met Karen face to face, I grasped it. And then I embraced it. She asked me, “What do you want to see? What are your fears?” I came from a male-dominated, government workplace, and I wanted to learn how to be heard, and how to be a leader in this new environment. Karen and I called it “understanding how to be a corporate lady.” For instance, I had an upcoming meeting with my boss’s boss, and Karen helped me prepare and gave me feedback when I practiced the presentation. Afterward, we talked about ways to improve. Even though I only worked with Karen for three months, I continue to work on the development plan we created. My boss said I’m very confident when I speak to higher-level executives now. I’m getting a lot more kudos because of that.

Coached by Karen Gulliford
Manager at a national health insurance company