How do you intend to develop your organisation? What is Organisation Development? Let’s be clear, Organisation Development (OD) isn’t about training or learning and development. While it is about a whole organisation planned, systematic change in the attitudes, beliefs, and values of the employees through creation and reinforcement of long-term behaviours and goals, it’s also about the systems and processes that underpin them and how you get there. How would you go about considering your OD needs? It starts with a careful organisation-wide analysis of the current situation and of the future requirements – the vision – and employs techniques such as behaviour modelling, and transactional analysis. Its objective is to enable the organisation in adapting better to the fast-changing external environment of new markets, regulations, and technologies. Organisational culture (the deeply-seated norms, values and behaviours that employees share) and organisational strategies (how an organisation identifies problems, plans action, negotiates change and evaluates progress) are all key considerations as part of any OD model. What are the benefits? By undertaking an OD analysis any organisation gains a deep understanding of what it needs to achieve and the gaps in its current structure to get it there. This ranges from leadership and culture through to delivery and skills. A proper OD programme can drive out millions of pounds of savings from an organisation, but more importantly it means that there is a clear and coherent focus on the delivery of outcomes. This can be delivered through whole organisational redesign or through ongoing development – but normally a combination of both.