Organisational Development
We used to be taught the ‘MOST’ principal of organisational development (Mission, Objectives, Strategy, Tactics). In this fast-moving world we don’t have time to complete this process, or we'll get left behind.
It is about determining a ‘magnetic north’ ie the clear arrow point behind, and determining how we organise our processes and people behind this point to build agile, flexible organisations that cope positively with constantly changing environments.
Make your values mean something
Published on 9th January, 2008Your corporate values statement may be doing more harm than good. Here's how to fix it.
Take a look at this list of corporate values: Communication. Respect. Integrity. Excellence. They sound pretty good, don't they? Strong, concise, meaningful. Maybe they even resemble your own company's values, the ones you spend so much time writing, debating, and revising. If so, you should be nervous. These are the corporate values of Enron, as stated in the company's 2000 annual report. And as events have shown, they're not meaningful; they're meaningless.
The Employee Life Cycle
Published on 24th January, 2008There are just so many models and theories surrounding the ‘employee life-cycle’ so this one has been condensed this into a 4-stage ‘all you need to know’ summary.
Hire, Inspire, Admire, Retire
An employee life cycle is the steps the employees go through from the time they enter a company until they leave. Often Human Resources professionals focus their attention on the steps in this process in hopes of making an impact on the company's bottom line. That is a good thing for them to do. Their goal is to reduce the company's cost per employee hired.
The Sigmoid Curve
Published on 4th February, 2008The Road to Davy’s Bar
The Wicklow Mountains lie just outside Dublin in Ireland. It is an area of wild beauty, a place to which, as an Irishman born near there, I return as often as I may. It is still a bare and lonely place, with unmarked roads, and I still get lost. Once, I stopped and asked the way. ‘Sure, it’s easy,’ the local replied. ‘Just keep going the way you are, straight ahead, and after a while you’ll cross a small bridge with Davy’s Bar on the far side, you can’t miss it!’ ‘Yes, I’ve got that,’ I said, ‘straight on to Davy’s Bar.’ ‘That’s right. Well, half a mile before you get there, turn to your right up the hill.’
Product Solutions
If you are interested in focusing deeper on organisational development, you may find some of the following solutions helpful...
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Our 360 systems create or link in to your existing organisation’s behaviours and measures them - quickly and accurately, providing individual, team or even organisation-wide analysis. |
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An online solution for organisation-wide learning and development, bringing together all aspects of learning, development, training and assessment. |
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An individual or organisation-wide 'ethics' test, determining how we make ethical decisions by measuring ethical cognition, social conscience, ethical choices and ethical behaviour. |
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Take a snapshot of your organisational culture and values. Unlike the traditional ‘staff survey’ our Culture Map provides in-depth understanding of your whole organisation for targeted improvements. |
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A bespoke, fully comprehensive and truly organisation-specific online survey service. Use your existing measures or we can create specific criteria specifically to measure your organisation's current issues. |
