Our strength lies in understanding the people and organizations. Our organization development approach is the outcome of our years of experience and research in this field. Our approach is not diagnostic or problem-solving oriented, but we focus on developing and enabling the organization to achieve new possibilities. Our mantra is dialogue and learning. We engage the organization in a dialogue focussed transformation and inspire a self-organization and self-sustaining momentum that leads to continuous transformational change.
We change the narratives that hold back the organization to be a true global organization. We change what people think, how they think and how they realize their true potential. Our perspective is to just not focus on individual leadership but a collective leadership capability of the organization. This is why we focus a great deal on systems, processes and culture; so that a culture of collaboration, network, dialogue and collective leadership can be nurtured, and the systems of the organizations are aligned with the new direction of the organization.
We help companies in transforming and upgrading their OD systems to put them in line with world’s best practices. For this purpose, we act as a trusted partner who can advise customized interventions in most logical and practical manner. The whole engagement is prepared to keep in view the requirements of the client. All the interventions are in line with the global best OD trends and world’s most admired people driven companies. We facilitate organizations to shape up their OD strategy that is in line with the overall organizational strategy.
Our approach is based on a comprehensive diagnostic assessment that is the pivot of OD Transformation. We have to understand how the organization functions presently, so that we can identify the existing strengths and gaps in comparison with the best in class approaches and further design the optimal model accordingly.
Here is our framework for the diagnostic process and its linkage with overall roadmap of the transformation process.
In the initial phase, we identify the business drivers and the basis for creating the initiative and change. Most important part of this stage is to begin the process of enabling consensus and creating a sense of urgency regarding the need for change in the OD. We seek the feedback on the current processes and capture the imagination and aspirations of the employees and the entire organization. That is why we apply a three-level analysis in our diagnostic approach – Organization, group/division, and individual level.
First we understand how an organization currently functions – in the areas of learning & development, culture & engagement. We focus on three areas: Current resource allocation for these areas/input, the overall process & then output or results. This includes both the process review as well as management’s prospective.
To understand the desired state of organization : We begin with understanding the prospective of the engagement & related divisions about the current functioning & then their vision about these areas.
After the first two major steps, we will compare the results with global best in class approaches and identify the related gaps.
This is the final stage of the process where we would select and prioritize those capability area which would be the most critical part of the overall OD transformation as per the company’s requirement’s and global best practices.
We determine the exact gaps that need to be addressed and include those aspirations aligned with the global best in class companies and latest human capital trends to prepare an outline, listing the areas for change and their scope. As a result, we will be able to formulate the complete strategy and process of intervention.
Here is the roadmap of the complete transformation
We help the companies in the implementation and execution phases as well. We prepare a complete learning and development plan and its execution for creating a common language in the organization. Leadership development strategy and programs including Essential Management Program (EMP) and Advanced Management Program (AMP), which are designed keeping in view the findings of the initial phase. For this purpose, an execution strategy with intermediate milestone would be prepared for effective and timely achievement of the required capabilities. Feedback and evaluation mechanism would also be put in place to understand the impact across different areas of organizational development.