Organisation Development
The first conversation we invite you to have is with us, to better understand what you need and develop together new possibilities and co-construct an intervention.
As Edgar Schein nicely put it, all groups and organisations, regardless of their size, must deal with two sets of problems:
Survival, growth and adaptation in their environment (Strategic Plan), and Internal integration that permits daily functioning and the ability to adapt and to learn (OD plan).
OD Intervention
“ To intervene is to enter into an ongoing system of relationship, to come between or among persons, groups, or objects for the purpose of helping them… A intervenor […] assists a System to become more effective in problem solving, decision making and decision implementation in such a way that the system can continue to be increasingly effective in these activities and have a decreasing need for the intervenor ”
Chris Argyris, Intervention Theory and Methods, Reading, MA, Addison-Wesley, 1970
What is OD made of?
Origin
Behavioural science and disciplines such as psychology, social psychology, sociology, anthropology, system theory, organisation behaviour, organisation theory, management literature.
Goal
Organisation improvement/effectiveness and organisation health.
Focus
Total system: alignment and interface between parts
Orientation
Action, plan intervention to shift the system from A to B.
Target
Human System within the Social System.
Application
Provide theory and methodology to system "practitioners".
Values
Shamelessly humanistic - affirm respect for human differences, racial and social justice and life-long learning.
“ We're passionate about people's and groups differences, and we blatantly believe in the power of dialogue ”