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ORGANISATIONAL DEVELOPMENT

Organisation Development has come to mean many things to many people. But the ultimate goal remains the same: Redeveloping your organisation for maximum productivity and inter-connectedness among its people.

Organisational Development consultants in South Africa and abroad are not in agreement as to what activities, interventions and techniques the field entails, or should entail.

The use of ‘real time – real issues’ Organisation Development interventions that deal directly with concerns regarding organisational dynamics, team effectiveness and individual performance. We do not utilise indirect, remote or ‘wave’ techniques such as generalised or outdoor teambuilding, motivational speaker events and large group training/educational events.

To assist you in deciding whether you should partner with PECS to explore your need for Organisation Development services, we have summarised our approach below.

CONTACTS

Questions? Please reach out to us or fill in the form by clicking the button below.

Johannesburg & Western Cape
Lance Meiring
Melanie Trollip

KZN & Eastern Cape
Lionel van Schalkwijk
Robyn Maré

Key Characteristics Of Organisational Development

  • The application of the behavioural sciences to improve sustainable organisational performance and well-being of its members. This means using what we know about human perception, motivation, emotion and cognition to develop patterns of organisational behaviour and interaction that will bring about the accomplishment of the organisational mission in a way that will also ensure the continued growth and development of the human side of the enterprise. We acknowledge the contribution of CPI, BPR, TQM, HRM, PMS and the various functional management systems to organisational effectiveness, but we do not regard them as Organisational Development interventions.
  • The use of ‘real time – real issues’ Organisation Development interventions that deal directly with concerns regarding organisational dynamics, team effectiveness and individual performance. We do not utilise indirect, remote or ‘wave’ techniques such as generalised or outdoor teambuilding, motivational speaker events and large group training/educational events.
  • An objective and independent situational diagnosis as a precursor to action planning and the implementation of Organisation Development techniques. We do not apply standard, ‘one size fits all’ Organisation Development solutions and we do not subscribe to the notion of client self-diagnosis. We do not act as a ‘pair of hands’ for management to implement pre-determined initiatives and action plans without having had some input into the diagnosis and planning phases of the change.
  • A collaborative client-consultant relationship in which both parties accept and own joint responsibility for the Organisation Development intervention based on a clear understanding of their respective roles. We do not take on the role of surrogate managers.
  • Various functionality to extract reports in seconds
  • A commitment to facilitate behavioural changes that will stick – this usually requires more than an ‘in and out’ involvement with clients. We do not do overnight magic.

We offer the following bespoke Organisation Development services

  • Role clarification and in-role performance enhancement of individual staff members, be they supervisors/team leaders, managers or technical experts
  • Group counselling sessions for staff members with common performance concerns e.g. communication, inter-personal interaction, time management, procrastination, conflict avoidance, self-regulation, aggressive behaviour, rigidity, indecision, etc
  • Structured teambuilding at all levels, and in all functions, of the organisation.
  • Facilitating group/team decision making on key issues.
  • Third-party peace making conflict resolution at inter-personal and inter-group (inter-team/inter-functional/inter-divisional) levels.
  • Workplace values clarification and the alignment of organisational behaviour with the value system (enacted of espoused values)
  • Organisational diagnosis including organisational climate surveys, employee attitude surveys and stakeholder audits.
  • Vision and mission development at organisational, functional and business unit levels.
  • Organisational design and structuring to facilitate strategy implementation and human performance enhancement
  • Managing organisational politics – and utilising power as an organisational resource.

CONTACT US ABOUT ORGANISATIONAL DEVELOPMENT