Mastering the Craft: The Keys to Successful Organisational Development

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In today’s rapidly changing business environment, organisations must be able to adapt quickly to remain competitive. To achieve this, they must constantly strive to improve their processes, systems, and culture. Organisational development is a systematic approach to change management that aims to enhance an organisation’s overall effectiveness and performance. It involves a range of interventions, such as team building, leadership development, change management, and performance management, that are designed to help individuals, teams, and the organisation as a whole to work more effectively, efficiently, and cohesively.

Mastering the craft of organisational development is essential for any organisation seeking to achieve sustained success. By developing a deep understanding of the principles and practices of organisational development, leaders can create a culture of continuous learning and improvement that enables their organisation to adapt and thrive in a rapidly changing business environment.

In this blog, we’ll explore the keys to successful organisational development, including the principles and practices that underpin it, and the benefits it can bring to your organisation. Whether you’re a business leader, a human resources professional, or an organisational development practitioner, this blog will provide you with valuable insights and practical tips for mastering the craft of organisational development. So, let’s get started!

What is organisational development?

Organisational development (OD) is a planned, systematic process of change that helps organisations improve their effectiveness. It involves the use of behavioural science knowledge and techniques to diagnose organisational problems and to develop and implement strategies that will lead to improved organisational performance.

OD can be broad ranging, including changes to an organisation’s structure, culture, leadership, systems, and processes. The ultimate goal of OD is to help organisations become more adaptable, innovative, and responsive to the changing needs of their customers, employees, and other stakeholders.

OD is often used by a company to solve issues, such as low employee morale, high turnover rates, or ineffective communication. OD practitioners collaborate closely with organisational leaders and staff to identify the root causes of these issues and create solutions that are tailored to the unique needs of the organisation.

Overall, the goal of OD is to create a healthy and productive work environment that supports the achievement of organisational goals while also promoting the well-being and development of employees.

OD strategy for your business

Organisational development (OD) can be used to support and enhance business strategy in several ways. Some of the key ways that OD can be used for business strategy are:

  1. Aligning the organisation’s structure with its strategy: OD practitioners can help businesses to design their organisational structure to better support their strategic goals. This can involve creating new departments or teams, redefining roles and responsibilities, or streamlining processes to increase efficiency and effectiveness.
  2. Building a high-performance culture: OD an be used to create a culture of high performance that supports the achievement of business goals. This can involve developing leadership skills, promoting teamwork, and establishing a set of shared values and behaviours that support the organisation’s strategic objectives.
  3. Developing talent: OD can be used to identify and develop the skills and capabilities that are required to execute the organisation’s business strategy. This may involve implementing training and development programs, coaching and mentoring, or succession planning to ensure that the organisation has the talent it needs to achieve its goals.
  4. Improving communication and collaboration: OD interventions can help to improve communication and collaboration within the organisation, which is essential for successful execution of business strategy. This can involve improving internal communication channels, implementing team-building initiatives, and promoting a culture of transparency and openness.

WHAT ARE SOME OF THE CHALLENGES ORGANISATIONS FACE WITH REGARDS TO ORGANISATIONAL DEVELOPMENT?

Organisations that fail to invest in effective organisational development may face a range of challenges that can impact their performance and sustainability. Here are some of the challenges that poor organisational development can create:

  1. Lack of Adaptability: Poor organisational development can lead to a lack of adaptability, making it difficult for organisations to respond to changes in the business environment. This can result in lost opportunities, decreased competitiveness, and even business failure.
  2. Low Employee Engagement: Poor organisational development can lead to low levels of employee engagement and motivation, which can result in reduced productivity, high turnover rates, and difficulties in attracting and retaining talent.
  3. Ineffective Leadership: Poor organisational development can result in ineffective leadership, as leaders may not have the skills and knowledge to effectively manage and develop their teams. This can result in poor decision-making, low morale, and a lack of direction within the organisation.
  4. Inefficient Processes: Poor organisational development can lead to inefficient processes, as teams may not be structured in an optimal way or have the necessary skills to perform their roles effectively. This can result in delays, errors, and increased costs.
  5. Poor Company Culture: Poor organisational development can also result in a negative company culture, where employees do not feel valued or supported, and there is a lack of trust and collaboration within the organisation. This can result in high levels of absenteeism, low job satisfaction, and difficulties in retaining talent.

HOW CAN ORG DEVELOPMENT FIT IN TO AN OVERALL HR TRANSFORMATION PROGRAMME?

Organisational development (OD) can play a critical role in an overall HR transformation programme, as it focuses on enhancing the performance and effectiveness of the organisation as a whole. Here are some ways that OD can fit into an HR transformation programme:

  1. Alignment with HR Strategy: Organisational development initiatives should align with the broader HR strategy of the organisation. By doing so, they can support the organisation’s overall goals and contribute to a comprehensive HR transformation programme.
  2. Cultural Transformation: Organisational development can play a key role in driving cultural transformation. By promoting a culture of continuous learning and improvement, OD can help to foster a growth mindset and promote innovation, which are essential for success in today’s fast-paced business environment.
  3. Talent Management: Organisational development can help organisations to develop their talent management practices, including recruitment, training, and development. By focusing on the development of people, OD can help to create a more engaged and productive workforce.
  4. Change Management: Organisational development can provide a framework for managing change effectively. By using OD techniques, organisations can help their employees to adapt to change and ensure that the changes they implement are sustained over the long term.
  5. Leadership Development: Organisational development can play a key role in developing leadership capability within an organisation. By focusing on leadership development, OD can help to create a strong pipeline of talent and ensure that the organisation is well-equipped to deal with future challenges.

OD career options

Typically, a career journey in OD involves the following stages:

  1. Entry-level OD roles: Individuals may begin their OD career as an OD coordinator, analyst, or assistant. In these roles, they would support the implementation of OD interventions, analyze data, and assist with communication and stakeholder engagement.
  2. OD specialist: As individuals gain experience and expertise in OD, they may advance to a specialist role where they lead specific OD interventions or projects. This may include designing and implementing change management initiatives, developing leadership development programs, or conducting organisational assessments.
  3. OD consultant: Experienced OD professionals can move in to consulting where they work with external clients to provide OD advice and support. They may work for a consulting firm such as one of the big 4 (PWC, KPMG, Deloitte or EY) or as an independent consultant. They will provide a wide range of OD services, including strategic planning, leadership development, and team-building.
  4. OD manager/director: Some people decide to progress they may move into a management or director-level role where they oversee the OD function within an organisation. In this role, they would be responsible for developing and implementing the OD strategy, managing a team of OD professionals, and working closely with senior leaders to align OD initiatives with business goals.
  5. Executive-level OD roles: In some cases, experienced OD professionals may advance to an executive-level role within an organisation, such as Chief People Officer or Chief Human Resources Officer. In these roles, they would drive the overall people strategy for the organisation, which includes OD initiatives aimed at improving organisational effectiveness and driving business results
Our focus on long-term partnerships

At re:find Executive Search we believe that recruitment is not a one-off transaction but rather a long-term partnership. By building long-term relationships with our clients, we help them to find and retain the best talent for their organisation.

Every organisation is unique and we feel that there is no one-size-fits-all solution when it comes to recruitment. re:find offer bespoke recruitment solutions, that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We commit to providing our clients with the highest quality service. We take the time to understand your organisation’s culture and values, as well as the specific skills needed for each campaign.

For more information please get in contact with our Managing Director, James Cumming.

Transform Your Organisation: A Comprehensive Guide to Getting it Right

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Post pandemic almost all companies I talk to are embarking on some kind of organisational transformation programme. This is something that can only continue as businesses adapt to changing market conditions, customer / consumer preferences, and technological advancements.

However, the process of change can be difficult and sometimes met with resistance.

As an executive search firm specialising in senior appointments within changing environments, we understand the importance of change management during organisational transformation.

Here are some tips for managing resistance to change during your project:

Communication: Communication is key during any organisational transformation. You must communicate the reasons for the change, the benefits it will bring, and how it will be implemented. This will help to build trust and reduce uncertainty among employees. Communication should be through various channels (and should not be just sending out stuff), it needs thought around messaging and the impact you want to have on the reader.

Involve employees in the change process: Employees are more likely to support the change if they are involved in the process. You can do this through regular feedback sessions, workshops, and focus groups. These sessions help employees to contribute their ideas, share concerns, and provide suggestions on how the change can be implemented successfully. Celebrating successes can help build momentum and motivation for the change. It also sends a message that the change is making a positive impact and is worth the effort.

Training and development: Providing learning for employees will ensure they acquire the skills needed to adapt to the change. This will boost their confidence and reduce their resistance to change. The training can be in the form of workshops, coaching, e-learning, and on-the-job training.

Address concerns and fears: Change can be scary for employees, and it is important to address their concerns and fears. You can do this through open discussions, sharing success stories of similar transformations, and highlighting the benefits of the change. Addressing their fears will help to reduce resistance and build support for the change.

Lead by example: Leaders play a crucial role during organisational transformation. They should lead by example and model the desired behaviours. This will create a positive culture and set an example for employees to follow. Leaders should also provide regular feedback, recognise, and reward progress, and celebrate success.

Monitor progress: Monitoring progress is important, to ensure that the change is on track. It also helps to identify any areas that need improvement. You can do this through regular check-ins, surveys, and metrics. Monitoring progress will also help to identify any emerging resistance and address it promptly.

Managing resistance to change during any transformation programme is crucial to its success.

Our focus on long-term partnerships

At re:find Executive Search we believe that recruitment is not a one-off transaction but rather a long-term partnership. By building long-term relationships with our clients, we help them to find and retain the best talent for their organisation.

Every organisation is unique and we feel that there is no one-size-fits-all solution when it comes to recruitment. re:find offer bespoke recruitment solutions, that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We commit to providing our clients with the highest quality service. We take the time to understand your organisation’s culture and values, as well as the specific skills needed for each campaign.

For more information please get in contact with our Managing Director, James Cumming.

Can a senior candidate’s track record be used to assess their relevance for future appointments?

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Assessing a senior candidate’s track record, has been a common method used in the recruitment industry to determine relevance for an appointment. However, this method has positives and negatives associated with it.

On the one hand, a candidate’s track record can provide valuable insight into their past successes and failures. On the other hand, it can be extremely difficult to draw meaningful conclusions from past performance, as external factors, economic environment and personal growth can impact future performance.

Arguments that support:

  • One of the most significant benefits of looking at someone’s experience is that it demonstrates their proven ability to perform in a particular role. Candidates with a successful career have demonstrated that they have the skills and experience necessary to excel in a similar role in the future.
  • Provides insight into behaviour and decision-making: For example, by analysing how a candidate responded to challenging situations in the past, recruiters can assess their ability to handle similar situations in the future.
  • A candidate’s track record can provide a starting point for discussion during the interview process. It can help to identify areas of strength and weakness, and highlight the candidate’s potential to grow and develop.

Arguments Against:

  • One of the most significant arguments against relying on someone’s track record is that past performance is not necessarily indicative of future performance. There are a variety of external factors that can impact a candidate’s ability to perform, such as changes in the industry, company culture, and personal circumstances.
  • It can limit diversity: Relying too heavily on a candidate’s track record can limit diversity in the recruitment process. It can result in recruiters overlooking qualified candidates who may not have had the opportunity to demonstrate their skills and experience in the past.
  • Candidates may have outgrown their capability, they may lack the desire to develop further or the ability to adapt to different corporate cultures, or to navigate a changing business environment

Conclusion:

Overall, looking at someone’s track record can provide valuable insights into a candidate’s past performance and potential for future success. However, hiring managers should use caution and consider multiple factors when evaluating senior leaders to ensure that they are making the best possible hiring decisions.

While it is important to be cautious when relying on someone’s track record to assess their relevance for future appointments, it can still be a viable option if managed in the right way.

Areas to consider:

Look beyond the numbers. A candidate’s track record should not be evaluated solely on quantitative metrics. It is essential to assess the context in which their successes and failures occurred, as well as the impact they had on the organisation.

Consider the candidate’s future potential. While track record is an important factor, it should not be the only criterion used in the hiring process. It is important to assess a candidate’s potential to succeed in a new role, as well as their ability to adapt to a changing business environment.

Utilise multiple sources of data to assess a candidate’s suitability for the role. This can include conducting behavioural assessments, analysing their educational background and achievements, and speaking with professional references.

Our focus on long-term partnerships

At re:find Executive Search we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. We take the time to understand your organization’s culture and values, as well as the specific skills and experience needed for each role.

For more information please get in contact with our Managing Director, James Cumming.