The document discusses organizational development consulting and services. It describes organizational development as planned changes to employee attitudes, beliefs, and values through long-term training programs to help organizations adapt to changing external environments. Consulting services cover challenges like change management, performance management, leadership development, and organizational structure. The presentation provides examples of how organizational development consulting can help with issues like change management, performance management, leadership development, organizational culture and relationships, and strategic planning.

1. Presented By:
Gomini Gupta
23-MBA-16
Organisational Development
Consultancy

2. Organisational Development
 Theory and practice of planned, systematic change
in the attitudes, beliefs, and values of the employees
through creation and reinforcement of long-term
training programs.
 OD is action oriented.
 It starts with a careful organization-wide analysis of
the current situation and of the future requirements,
and employs techniques of behavioural sciences.
 Its objective is to enable the organization in
adopting-better to the fast-changing external
environment of new markets, regulations, and
technologies.

4.  Organizational Development refers to
strategies and initiatives that align,
promote and encourage the
improvement of a department so it can
meet its mission, fully realize its
potential and maximize its ability to
make positive and lasting contributions.
 The consulting process places equal
focus on the development of the

5. Consulting Services cover a wide range of issues
including the following challenges typically faced
by managers:
 Change Management
 Performance Management
 Leadership Development
 Climate/Culture/Interpersonal Relationships
 Organizational Structure/Work Processes/Job
Design
 Strategic Planning/Visioning

6. Change Management
Performance
Management
 Define, plan and
execute strategic
organizational
change, from both
people and systems
perspectives.
 Manage
organizational
transformations
including
restructuring, hiring,
layoffs, consolidations
and acquisitions.
 Align the
 Teach performance
management strategies
and processes,
focusing on ways to
handle performance
challenges, setting clear
expectations, and
creating development
plans.
 Provide performance-
based training and/or
coaching to maximize
contributions to the
department.
 Perform "gap analysis"
by identifying current
skills/abilities and future
needs. Develop
strategies to close

7. Leadership
Development
Climate/Culture/
Interpersonal
Relationships
 Coach individuals to
improve their abilities
to lead and manage.
 Instil the value of
innovative leadership
within the department.
 Teach conflict
resolution skills to
help leaders resolve
and mediate conflict,
as well as help
leaders recognize the
potential for conflict
before it arises.
 Improve communication
channels within the
department for productive
cooperation/teamwork and to
build trust and respect.
 Identify core values and
establish interaction ground
rules.
 Counsel individuals
regarding work place
behaviors.
 Lend a "third party
perspective" to difficult
problems.
 Assess personal work styles
and provide coaching on
how to integrate all styles for
a positive and productive

8. Organizational
Structure/ Work
Processes/JobDesign
Strategic Planning/
Visioning
 Assess and refine the
processes and methods
of critical operations.
 Analyze staffing needs
and restructure positions,
focusing on effective job
matches and utilizing
positions consistent with
their classification and
grade level, thereby
leveraging human
resources in the most
cost-effective and efficient
manner.
 Examine, target, and
redesign organizational
processes to become
more responsive and
 Facilitate the
creation of a vision
for the department's
future mission.
 Analyze the
department's current
state and help
establish direction
for the future.

9. POTENTIA
 Offer Organisational Development (OD) and Human
Resource (HR) support through Consultancy,
Training and Systems facilitation.
 Optimise the returns on our client investments in
their core resource: their people.
 This in turn has a positive impact on the business
performance of the organisation.

10. • Core services under OD consulting include a
wide range of customized interventions leading
to development of people, organizational
systems and processes.
• OD consultancy facilitates/ supports a range of
client requirements like vision/ mission/ values,
strategy, organization design & structure, thus
creating culture of choice, organizational
transformation, generative collaboration through
team building etc.

11. Some of the most sought after interventions
include:
 Building trust among individuals and groups
throughout their organization (vertical & lateral).
 Creating an open, generative, solution-centered
climate where problems are surmounted and
differences embraced both within groups and
between groups, in contrast to "Sweeping
problems under the rug".
 Increasing the sense of ownership of
organizational goals and objectives.
 Generating collaboration within a team and
between teams where relationships thrive,
performance orientation is high and customer-
centricity paramount.

12. THANK YOU!