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Organizational Development

Why OD?

  

Organizational cultures are a lot like people - generally similar, with some shared characteristics, but each unique and complex. In the rush to address today's business problems, organizations most often use a "I just got back from a seminar and ...", "best-guess", "trial-and-error", or "cookie-cutter" approach to dealing with their organizational issues, the cost for which is great in terms of productivity, resources and morale. After all, one size does not fit all and "flavor-of-the-month" initiatives only confuse activity with productivity, destroying morale in the process.


To assess an organization's needs, then design and implement appropriate interventions and training that achieve measurable results, and to do so cost-effectively, requires experience that is seldom available to the organization internally. So when an organization, department or community seeking a non-training intervention in order to improve performance, OD is an option.


OD is a values-based approach to systems change and strives to build the capacity to achieve and sustain a new desired, more effective, state. And, most importantly, OD is about helping the client not only achieve their desired goals, but about creating the capacity for them to solve their own problems in the future.


OD is grounded in a set of core values and principles that guide behavior and actions. Respect, collaboration, authenticity, self-awareness and empowerment are the key values-based principles that guide their practice.


As OD professionals, Tectonics seek to identify the root causes for an organization's problems and identify and develop solutions. For example, employees may have the required skill sets but are unclear on their organization's vision and goals to properly apply them. We gather data that will, after analysis, drive the solution; in this case perhaps strategic planning and a communications strategy.


While OD may include training, it utilizes as well non-training methods referred to as interventions. Where training is designed to transfer knowledge or provide skill sets, interventions are often designed to change behaviors and attitudes with the emphasis on personal accountability and responsibility. As with training, all interventions are designed to fit an organization's unique culture and management climate, both of which are primary drivers within the organization.


Organizational development then merges systems thinking, business acumen, organizational psychology with theories of leadership and social science to provide breakthroughs for organizations that want to tackle issues that impede their effectiveness and/or create opportunities. For over 15-years as OD consultants, Tectonics has enjoyed the trust and collegiality of our clients. Let us assist you in achieving your goals.

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For more information see the OD services below.

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Organizational Development Services

Vision-Driven Strategic Planning

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The most striking difference between vision-driven planning and more  traditional approaches is that vision-driven planning starts with a very  high-level view of the future, rather than risking becoming attracted  to — and stuck in — today's problems.

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Leadership Development

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Our mission is to provide leaders with new insights, skills,  perspectives, and options needed to effectively manage a rapidly, and  continuously, evolving competitive global landscape with  multi-generational, multi-ethnic workforces.

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Assessment & Root Cause Analysis

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 It is far too common for employees, including management, in the organization to be working, with a pure heart, at cross-purposes to other employees. Tectonics' suite of organizational assessments identifies these misalignments.

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Reengineering

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Reengineering also means putting aside of over 100 years of perceived wisdom about what makes an organization work.  It means asking this one question: "If I were to recreate this organization/department/system/work process today, given what I know and given current technology, what would it look like?"  As a result, an organization needs to organize around a vision and desired outcomes, not tasks, and have those who use those outcomes become the drivers in reengineering the structures and processes. Download the self-assessment and talk with Tectonics about the results.

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Change Management

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Successfully implementing change is much like riding a horse. A horse is capable of variously taking you safely to your chosen destination, refuse to leave the corral because  of a lack of guidance or tossing the rider out of the saddle because of their ‘leadership style’. It’s up to the rider which behavior the horse exhibits. We have seen all three equivalent behaviors occur when organizations attempt a implement change. Let Tectonics work with your staff to insure that your change initiative is implemented with as little disruption as possible and, more importantly, is sustainable.

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Culture Change

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 Culture impacts every facet of an organization and unless leadership manages it, it will manage them.   Unfortunately, even if productivity is failing or considerable dysfunction is present, the tendency is to delay taking action because many senior managers do not understand the root causes of dysfunctional behaviors and organizational structure. Only when the issue reaches crisis proportions will leadership react with a quick fix to a problem that has taken years to manifest itself. Tectonics can help your organization create a positive, customer-centric, culture.

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