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Organisational Development
Expert, adaptable & future focussed
Organisational Development is concerned with transformational change to enhance an organisations health, culture, performance and people capabilities. It aligns the culture of the organisation with its strategy and delivers both tangible and intangible outcomes. OD specialists work closely with Senior Leaders and other People Professionals, from HR, L&D and Communications teams and draw upon consultancy approaches to discover, design, deliver and review outcomes.
Examples of Completed projects and assignments include:
Performance Management Strategy Review - Redefining the organisations approach to Performance Management to enable greater agility and enhanced performance across all levels in the company. I conducted primary and secondary research to understand the current approach and it's limitations. Using the latest thought leadership I then developed an enhanced approach to performance management that built upon the existing coaching culture and considerable leadership strengths. This approach and strategy were approved by the Executive Committee and implemented in coordination with other people specialists, including reward and internal communications teams.
Cultural Transformation Discovery & Delivery - Shaping a positive workplace culture and developing leadership capability across organisational and departmental boundaries to deliver the culture transformation agenda. The first phase of the work was to identify which aspects of workplace culture were positive and could be built upon, and which needed to change. This discovery phase involved conversations with leaders, employees and stakeholders to determine the prevailing view and to help devise the direction of the transformation programme. The findings had a direct impact on the design and development of learning interventions. The resulting leadership development programme focused on the skills and behaviours needed to create a positive workplace culture including leading change, enhanced communication and creating high-performing teams. I facilitated the discovery & delivery interventions, working as part of a team of Culture Change specialists.
Leadership Capability Assessment - Addressing concerns about the capability of the leadership in the organisation following regulatory fines. I was engaged to support with the assessment of Leadership Capability. I undertook development assessments of approx. 250 mid-level leaders and further developed the assessments to be suitable for the most senior leaders, including mapping psychometric tests. The findings from the assessments were used to inform role responsibilities, spans and layers, capability gaps, talent and development programmes, succession planning and recruitment strategy. The findings also supported the new Target Operating Model planning.
How I deliver Organisational Development assignments:
I work directly with Chief People Officers, HR Directors, Heads of OD and L&D, joining their existing people team to deliver specific projects.
I also work on an Associate basis with OD Consultancies, joining their Associate and Consultancy teams to deliver transformation programmes for their clients.
Occasionally I work alone, as an objective observer, to assess or audit existing processes and provide recommendations for change.