Organisational Development
Great OD creates and sustains both organisational and human wellbeing. Organisational Development (OD) is focused on the smooth running of the big picture and detailed dimensions of an organisation and its people, to allow both to flourish and grow. If OD were a doctor, it would be concerned with the health of your body ‘systems’ (workings and physical health) and the health of your mind (mood, personality, mental wellbeing, engagement etc.). As part of their diagnoses, they may consider the nutrition, hydration, environmental factors, exercise and development of your body and mind to maintain health and wellbeing. The OD consultant does the same, but for your organisation and its people.
The OD expert is the organisational and people wellbeing doctor, and understands the workings of an organisation, the alignment and health of systems to strategy and culture, leadership capability, people, climate, and development activities that enable an organisation and its people to be successful and grow.
- Organisational wellbeing is measured in ideology and strategic direction alignment, sustainability, customer advocacy, market loyalty, system and process efficiency, effectiveness and improvement, etc. – all the things that keep the organisation healthy, valuable, and valid.
- People wellbeing is measured in the people systems and culture: Employee affinity, health, development, satisfaction, pride, engagement etc. From recruitment to resignation, the OD consultant is involved in all aspects of people systems, development, growth and wellbeing – all the things that keep people healthy and want to work for the organisation
As an OD consultant, I am also passionate about balance. Too many organisations create unhealthy environments or experience imbalance because they only pay attention to a few specific aspect of organisational life. For example, the performance-driven organisation is likely to emphasise financial results, performance, high workload, and cost reduction, to the detriment of investment in people development, engagement and wellbeing. This eventually starves the organisation of talent loyalty, and reputation. The ‘more for less’ mantra, really does cause less, and the organisation will eventually collapse from less investment in systems and culture. I write about this in my Resources section and detail the impact of imbalance – have a look at the Frogs and Ponds resources.
Balance can be regained if you know where imbalance has occurred. The Balanced Organisation diagnostics help you to find this, and then identify and eradicate its root cause.
The Balanced Organisation is relevant to today’s complex and turbulent work environment. It provides a framework for leading and managing people and business systems in synergy. There is much that sits behind its simple model in terms of diagnostics, actions and how each balance with the next in a continuous circular practice. Each supports the development of a culture of goodness, exemplary leadership practice, alignment to customers and an inspiring environment for teams and individuals.
However, I cannot do it all myself!
I am always keen to work in partnership with internal OD practitioners and established business schools to devolve the skills and tools so that others can deliver it with their own organisational pond. That means the delivery of my work via my own training and advisory programmes detailed in the Balanced Organisation OD School.
