Organizational Development Session…
Organizational development sessions are necessary when:
The company lacks a clearly defined development strategy
The strategy is not being implemented effectively
There is a need to explore new business directions
The owner’s and top management’s visions for the company’s future do not align
The company needs to develop or update its DNA (mission, vision, values)
The company is in a state of critical uncertainty with no clear understanding of what to do next
There are several development options, but choosing the right one is challenging
The company has hidden conflicts and contradictions that need to be resolved
Previously set goals are not serving the company’s objectives
Traditional methods are not working, and new, innovative solutions are required
Tasks that can be solved
· What defines us as a company right now?
· What challenges does the external environment present to us, and how are we responding to them?
· What are the current issues/problems, and which ones are normal for the current stage of development, and which ones are abnormal and require urgent attention?
· How are these problems being addressed currently?
· What should the corporate culture look like?
· What goals will be beacons for the organization, showing that everything is moving in the right direction?
· What values will unite us and allow us to realize our ideas?
· What values, norms, and rules currently exist in the organization?
· Which ones are working towards our goals, and which ones are hindering their achievement?
· What will happen to the organization if nothing changes?
· Who are we? What business are we in?
· How do we see our company in X years?
· How can we bring our organization to the desired future?
· What needs to be done right now to make this movement purposeful?
· Which strategies are more likely to ensure business success?
· Which strategies should be abandoned now due to their ineffectiveness?
· How can we quickly and effectively achieve our goals?
· What are we striving for?
· What specific results do we need?
· What do we consider realistic?
Defining the Team
· Who do we intend to become? Where do we intend to go?
· How can we work together?
· What else do we need to know? Where can we find or obtain this information?
· Who else needs to be with us to get this work done?
Systemic work allows you to see the whole picture, identify key points of influence, and ultimately make changes in the right direction and at the appropriate pace.
I (Personal level):
Motivation, personal characteristics, management style of key leaders, and their decision-making methods.
We (Corporate culture):
The principles, values, and mission on which the team relies, as well as the characteristics of the relationships within the team.
The organizational structure, technologies, rules, and other “material” characteristics – what can be seen, evaluated, and measured.
What is The Purpose of a Facilitator?
• Creating a space for honest and open conversation
• Helping to identify blind spots within the team
• Preventing participants from ignoring difficulties, generalizing unnecessarily, or becoming overly detailed
• Promoting the adoption of important and agreed-upon decisions.
The facilitator organizes various forms of work, introduces rules, proposes different models and tools to structure the discussion, and ensures compliance with the stated objectives.
What Will You Get?
• Coordinated assessment of the team and organization’s strengths and weaknesses
• List of ideas and solutions for further actions on the issues at hand
• Tree of goals with prioritized tasks marked
• Formed working groups responsible for solving the tasks
• Exchange of information and experience
• Alignment of personal and organizational goals
• Understanding of one’s place in the company
• Identification of development areas
• Motivation to achieve the set goals
• 2-3 meetings with the client to set goals and objectives, and to clarify the session’s input conditions.
• Interviews with top managers to refine session goals and objectives, identify company-specific situations, and select work tools.
• Development and coordination of the session scenario and supporting activities.
• Conducting the session with two facilitators according to the agreed scenario. The session typically lasts for 16 to 24 hours.
•Reporting meeting with the client to analyze the results of the session and to formulate recommendations for implementing the solutions.
In addition, we offer individual support for key figures in the company and leaders of working groups to further enhance the effectiveness of our work.