There are many definitions of organisational development, usually based on the ostensible perspective of whoever is offering an organisation an intervention and their preferred methodology. For us though, the OD questions are essentially the same as the personal development question because an organisation is fundamentally an emergence from the interaction between individual relationships, networks and conversations. It is the quality of these which provide an indication of the organisation’s propensity for development, learning and growth.
When we work with organisations, we look at what is at the heart of the business – why do they do what they do? We then look at how that compares with where the organisation finds itself today and where it wants to go. To what degree is the business still moving in the trajectory it envisioned and what is shaping its evolution? Sustainable OD means working with the organisation to uncover how it learns, what ways of learning are best suited for its particular context (industry and culture) and how can it convert this learning into actions from which the business can derive value. We do not make the claim that we have the right answer for every business but that we can facilitate co-evolutionary processes that could enable businesses to create solutions which will work best for them, coming from the premise that when one teaches, two learn.
Our methodology and programmes are designed to create vibrant cultures, cohesive teams and leaders at any level within the organisation that are inspired and inspiring.