Evolutionary Organisational Development
The world is more inter-connected, and changing faster than ever before. Consumers are better informed and choosier than ever before. There’s increasing attention to big questions around sustainability and purpose. These life conditions are placing new performance demands on both public and private sector organisations. We believe that successful strategy addresses your ability to quickly adapt to future market conditions and ensures that your organisation’s culture and capability is in place to thrive.
Evolutionary Organisational Development (EOD) maps an organisation’s natural evolutionary pathway, and determines in advance what culture is most likely to be successful in the face of predicted market and life conditions.
This means that we can work with you to
- Intervene purposefully to implement the strategy and develop the culture that will bring your organisation into alignment with life and market conditions.
- Develop interventions that assist, steer and accelerate timely cultural change.
- Understand how the cultures of different business units and their interaction impacts upon your whole organisation’s effectiveness.
- Assess the complexity of your strategic problems and understand what kind of new thinking is needed to solve them.
- Make predictions about who will feel better and who will feel worse when a particular change hits your organisation.
- Help you to improve organisational and individual health, effectiveness and productive capacity.
In the last two years we’ve
- Helped a thriving health company clarify and align its values.
- Guided Britain’s Olympic sports as they develop their performance plans for the London 2012 Games.
- Enabled the senior leadership of a local authority develop important new insights about their city that will re-shape how they deliver their services.
How long and how often?
This approach is highly adaptable to different situations. In the example of supporting the merger of two substantial organisations, a two month work programme would include:
- Initial research and development by two pairs of consultants on-site, interviews and observations, desk research
- A validated and detailed map of both organisation’s culture
- Propositions about the interactions, possibilities, and risks inherent in the merger
- Design of a successful intervention strategy targeted to the areas where there is the greatest ‘rub’ between organisational cultures and the strongest need for a new blended culture to meet customer / business expectations.
Evolutionary Organisational Development is based on work by our colleagues Dave Yaffey, Julian Simcox and Karen Ellis and draws on the insights provided by Spiral Dynamics. Click here for more detail on EOD
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