Organizational Development Sessions

Identify and implement effective solutions to address current issues and achieve long-term strategic goals of the company.

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Organizational Development Session…

…is a process in which a management team analyzes a specific task and collaborates to find effective solutions. Through group work, diverse perspectives are shared, leading to a synergistic effect that engages all participants and promotes optimal results.

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

Defining Reality

· 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?

Defining Goals

· 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?

Defining Vision

· 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?

Defining Strategy

· 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?

Defining Aspirations

· 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?

The integral approach assumes that an organization is a multi-level reality, and for effective work, it is necessary to consider these levels comprehensively.

Integral Approach

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.

It:

The organizational structure, technologies, rules, and other “material” characteristics – what can be seen, evaluated, and measured.

Филипп Гузенюк - сессии организационного развития

What is The Purpose of a Facilitator?

During an organizational development session, a facilitator is needed to guide the interaction among participants. Their role includes:

• 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.

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What Will You Get?

One of the key benefits of such group work is that it helps improve the overall level of cohesion and manageability for the entire team.

Results of the process can be roughly divided into two categories: actual products of the group work and the effect it had on the team members.

Products:

• Conclusions based on analytical work in diagrams and descriptions

• 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

Team:

• Coordinated opinions

• 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

Work Formats

A standard organizational development session involves several stages:

• 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.

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