Prior to 2008 we all had a general understanding of how our businesses ran and what made them successful. However, after the recession hit that understanding changed. We can no longer make assumptions about our businesses success and what will happen in the future. With everything up in the air we have to begin thinking outside of the box. It is time for creativity, and it begins with organizational development.
Organizational development in its simplest terms is the methods and organization of the company that affect its overall efficiency and success. It is an important part of the company’s structure and could make or break the company.
To begin developing, or re-developing, the company’s organizational development the first question you should as is, what is the company’s mission ? Determining the mission, goals, impact that they want to have is essential. If you don’t know where you are going or why then what is the point? When you have a clear understanding of where you want to be then you can begin taking the steps necessary to get you there.
The next step is to look at the company’s structure. Is the structure such that it reinforces the mission? If the mission is set but the structure isn’t compatible then, again, you won’t go anywhere. This ranges from company policies and procedures to employee organization. It is also important to make sure that structure reinforces the company’s values.
Businesses can no longer rely solely on the way things were done in the past. It is time to create an new atmosphere for both employees and customers. By valuing both of these groups you will increase the company’s overall impact and will achieve success that much faster.
Assessing the organizational development is not something that is done once and then forgotten. Instead it needs to be reviewed on a frequent basis to ensure that the everyone is staying true to the mission and make adjustments as time goes on.
No related posts.