Organization Optimization

Executive summary

Organization Optimization

The field of human and organizational effectiveness consulting has expanded tremendously over the last several decades to include organization development and change, organizational transformations, change management, multiculturalism and cross cultural organization development, and more. As an Executive Consultant my work has expanded to include all of these areas as well as partnering with the client to clarify the business case or the rationale for why the business should conduct organization development interventions. Human and organizational effectiveness work is grounded in systems theory meaning organizations are open systems so a change in one area of the system results in change in other areas. This work is also informed by data acquired through proactive inquiry and assessments of the organization’s environment. All of these aspects are taken into account when conducting the assessment. The results of the assessment usually lend themselves to a compelling need for change, and thus a desired future state is in order. Common methodologies of assessments include survey feedback, interviewing, focus groups, process consultation and observation. This work is also client centered meaning it focuses on the client’s needs and promotes the client’s ownership of all phases of the work so that the client will be able to sustain the change.

The organization development discipline has evolved to the point where the diagnostic component of the work is most critical because it clarifies the current state of the organization and lends itself to the determination of the path forward. The impetus for initiating the organization development work has shifted over the years. As an Executive Consultant, organization call upon me whenever they are about to undertake a major change effort such as implementing new systems, or downsizing, or introducing new technology, as well as mergers and acquisitions. Engaging senior leadership as change champions in supporting and driving the initiatives financially, in communications, and in demonstrating excitement and energy when modeling desired behaviors are key. Senior level sponsorship of initiatives goes beyond lip service to actually allocating funds, modeling behaviors consistent with the initiative, participating in training that supports the initiative and articulating the business case for the initiative.

When considering how to improve organizational effectiveness, companies take into consideration their competitors, their end users (customers) as well as the needs of their employees. Oftentimes organizations engage in human and organizational effectiveness initiatives in order to better understand employees’ interests and levels of engagement, to increase productivity, to increase growth, and to increase customer focus. When attempting to drive change initiatives, organizations often experience resistance in the form of fear of the unknown, concerns about how it will affect each employee and their work and productivity, or concerns about organizational capacity or employees’ capabilities. Another key element in engaging in organization effectiveness work is the identification of stakeholders. In designing interventions, organizations often determine how the new initiative integrates with existing human and organizational systems.

Service Methodology

As an Executive Consultant, my work targets three major audiences, large corporations, small to mid-size businesses and corporate leaders and executives. My work with large corporations and non-profits involves partnering with leadership to understand their pressing issues and challenge