Organisation Development and Growth
Growing pains and professional development
Organisations are living breathing dynamic entities where people come together and deliver performance. The interesting thing about organisations is that they have their own ecosystem of what makes them unique. Like biodiversity in rainforests, a lot of stakeholders are acting, reacting and feeding off each other, such as the flora and fauna of the rainforest. So how can we develop, or for that matter have an impact on our professional ecosystem that we call our organisation? Our approach creates insight into common denominators that every organisation has. Notably, what is happening on different levels of the organisation:
- The organisational context
- The value chain of business units working together
- Teams and individuals
Over the years we have created strategic assessments and data analysis that create meaningful insights on these four levels. Together with organisation stakeholders we then develop an approach and understanding of what is actually happening within the organisation.
The organisational context
What do we mean with the organisational context? Two things are important here. First, the external market surroundings that an organisation finds itself in. Or in short, the type of industry. Second, the phase of growth an organisation is in at this moment, and where it wants to grow towards; ‘the dot on the horizon’ so to speak.
These two elements have a direct impact on your business model, how you organise yourself and what is needed in order to take advantage of the next growth step. These challenges are not new, however from an organisations development perspective do impact the way you recruit talent, develop your people, rules and regulations that impede your business processes and the list goes on. To develop an organisation we ask one simple question to all organisation stakeholders; where are we headed and what is the next step?
Tensions at the top
Answering a question of where we are headed is simple, however, organising the organisation and its people to move toward that direction is something different altogether. Over the last three decades, we see that senior leaders and management teams deal with different tensions, and sometimes a sole entrepreneur or CEO can even have a feeling of being lonely at the top. What we do at Human Insight is deliver insights based around these tensions. Insights that measure the behaviours, emotions and quality of interactions between people working together. This data is used to reflect and discuss with senior management and discuss what is really going on and where support is needed to develop the organisation as a whole.
Value chain, business units working together
Value stream mapping is something we use that helps us to analyse what is happening within your organisation value chain. Or simply put, how well are the different business units working together and how consistent is the value chain performing. Our value chain approach focuses on the interactions between groups of people, teams that work together on different levels of delivering value for end customers. Answering questions like:
- How can we develop better relationships and performance where there is sub-optimal performance?
- What is the strategic diversity of our value chain?
- How can we support our teams to collaborate better?
Teams and individuals
Every organisation development will have an impact on its people. So, what are you doing to support your people; teams and individuals to develop themselves. Or for that matter, give them the tools and support they need to develop. Human Insight prides itself on the fact that it has a people-led approach to organisational development. When you need to change certain elements in your business, investment in people is the key area to start with. Our organisation development approach links the talent of people, to strategic objectives via a methodology we call mission-driven priorities.
Contact us to learn more. Or plan in an intake meeting with one of our team members.