Organizational Development

A consulting service that helps employees to incorporate a new way of thinking that is in line with the organization’s strategic objectives, and that means a new and improved organizational culture. Behaviors must be in line with the organization’s strategic objectives, its vision, its mission, and its values.

An academic exploration of Organizational Development suggests that it is the field of study and practice that focuses on various aspects of organizational life, aspects that include culture, values, systems and behavior. The goal of O.D. is to increase organizational effectiveness and organizational health, through planned interventions in the organization’s processes or operations. Most often, O.D. services are requested when an organization (or a unit within an organization) is undergoing a process of change. Simplistically, O.D. is the practice of changing people and organizations for positive growth.

Adequately integrated O.D. practices and philosophies in a business ensure that there is a positive and constructive response to the inevitable challenges (e.g., increased competition, change customer expectations). Businesses must improve through the development of strategies, systems, structures, and skills on a strategic level.

ProGuide aides clients in fully developing and integrating into routine operations a strong O.D. ability, focusing on such areas as:

  • Process management and improvement
  • Meeting and workshop facilitation
  • Change management
  • Coaching
  • Cross-functional team improvement process
  • Training And Development
  • Training

In order to obtain maximum effectiveness, any employee development intervention must go beyond the normal expectations of training. It must be considered rather as a change agent, integrating skills to the work process while supporting the Continuous Improvement initiative. New skills must reflect a new reality, which is in line with continuous improvement. Development must enable employees to incorporate a new way of thinking that is in line with the organization’s strategic objectives, and that means a new and improved organizational culture. Behaviors must be in line with the organization’s strategic objectives, its vision, its mission, and its values.

ProGuide subscribes to Critical success factors that ensure the development of employees is in line with the changes it puts into place.

THE PROCESS IN ACTION

We use a four-step approach to make this happen:

Step 1 - Development Workshop

This workshop will allow management and a cross-section of the organization to address those specific issues that arose in the discovery phase of our collaboration. The corporate objectives, vision and mission will also be reviewed to help the group eventually identify behaviors that are in-line with these important aspects of the operation, and that will need to be sustained in order to continue meeting the objectives of the organization.

Step 2 - Behavior Validation

Those core behaviors identified during the workshop are validated and expressed in terms of leadership practices or core competencies, which will be later used to assess individuals on the extent to which they practice these competencies.

Step 3 - Training Intervention

The training intervention is designed around the competencies developed as well as the immediate interpersonal communication needs. Training is typically 2 to 5 days in duration, in half day modules, or any other acceptable schedule.

Step 4 - Follow Up and Implementation

ProGuide ensures follow up by assisting at employee or management group meetings as support and to clarify any application issues that may exist. We help ensure managers are supported in their efforts through one-on-one coaching, mentoring, and critical incidents problem-solving.