Organisation Development Exercise

1 Introduction

The organisation study is an exercise designed to improve understanding of it and any performance issues. Based upon our assessment we will be able to assist the client in launching a change project, focusing on:

  • Aligning the view among members of the management team with regard to vision and strategy
  • Defining a business operating model
  • Developing an appropriate organisational structure
  • Clarifying roles and responsibilities of the members of the management team
  • Improving the decision making process
  • Improving performance management
  • Improving communication


During the exercise we will put emphasis on identifying the priorities of the organisation. Our approach results in a more coherent management team and a better understanding of what is going on.

This phase is important in attracting the involvement, commitment and buy-in of all key players.

2 Structured Interviews

Structured interviews with key players will cover the following topics:

  • Getting acquainted with the person (background, role, etc)
  • Background
  • Perception of mission, strategy and goals
  • Perception of philosophy, values and culture
  • Client solutions and approach to market
  • Perception of clients
  • Leadership & decision making
  • The organisation’s structure and roles and responsibilities
  • The organisation’s effectiveness
  • Performance improvement
  • People and talent
  • Communication
  • Attitudes and morale


The interviews are confidential. No information will be revealed about the content of individual interviews.

3 Company Strategy Diagram

4 The Organisation Assessment Report

We write a report on the structure and performance of the organization, which will outline areas for improvement.

This report will come in two sections:

Descriptive part:

  • Description of the observations made during the structured interviews.
  • Emphasis will be put on structuring the information by taking into account how various processes that are proper to the functioning of the organisation interrelate.


Interpretative part:

  • At this stage we will propose a number of solutions for the client to consider.

5 Discuss The Organisation Assessment Report With The Stakeholder / Internal Client

At this point we discuss the report with the stakeholder / internal client who wants to initiate change within his organisation.

The purpose of this phase is to:

Get acquainted with the report:

  • Discuss the content (confirmation, clarification, fine tuning, etc)
  • Discuss possible outcomes
  • Define preferred outcomes
  • Validate a final version of the report


Consolidate/integrate with the results coming from other sources such as an assessment of the business/market environment, etc

Decide on how to change the organisation:

  • Mission statement
  • Strategic plan
  • Target elements of change:
  • Goals
  • People
  • Social factors
  • Methods
  • Organisation arrangements
  • Expected outputs

6 Creating Buy-In At The Level Of The Management Team

At this point we will create the buy-in of those people who will operate as a change management platform within the organisation.

The purpose of this phase is:

To get the buy-in of business leaders and to create a management platform that will empower, motivate and support the management in carrying out the innovation change exercise.

Get acquainted with the report:

  • Discuss the content
  • Discuss preferred outcomes
  • Approve the final version of the report

Consolidate / integrate with the results coming from other sources e.g. the assessment of the business / market environment.
Decide on the way forward:

  • Change plan
  • Change communication plan
  • Change implementation plan

7 Launching The Change Process

At this stage we will assist the client in launching the change process focusing on:

  • Setting objectives
  • The change implementation plan
  • The change communication plan
  • Evaluation of results

In our approach we will focus on understanding and managing the behavioural factors that result in “resistance to change” , such as active resistance, passive resistance, indifference and acceptance.

Depending on the different types of resistance that we observe we will adapt our change strategy regarding:

  • Education and communication
  • Participation and involvement
  • Facilitation and support
  • Negotiation and agreement
  • Manipulation and cooptation