If you're guiding your company through a major transition, or planning an overhaul of its procedures, organizational development outsourcing can help simplify the process and make it more effective. Reorganizing a company requires long-term planning and the cooperation of a large group of people with diverse and possibly conflicting interests. Organizational outsourcing helps you save money and time, while drawing on the knowledge of experts who have been through the process many times. 

Whether you're a small business or a national company with multiple offices, outsourcing organizational development may be the only way to successfully navigate through such a large-scale change in your organization. There are several times during the life of your company that you may need organization management outsourcing:

1. When you're just starting your company
2. When your company is merging with another or has been acquired
3. When new leadership takes over, and you need an organizational development consultant to act as a neutral third party
4. When you need to overhaul your procedures to improve productivity, cut costs or enhance worker safety or product quality

Whatever your reason, our consultants provide services to improve your organizational effectiveness and/or individual employee effectiveness thereby increasing productivity, work satisfaction and profit for your company.

WHY IS ORGANIZATION DEVELOPMENT IMPORTANT?

Profitability, productivity, morale and quality of work life are of concern to most organizations because they impact achievement of organization goals. There is an increasing trend to maximize an organization's investment in its employees. Jobs that previously required physical dexterity now require more mental effort. Organizations need to "work smarter" and apply creative ideas.

The work force has also changed. Employees expect more from a day's work than simply a day's pay. They want challenge, recognition, a sense of accomplishment, worthwhile tasks and meaningful relationships with their managers and co-workers. When these needs are not met, performance declines.

Today's customers demand continually improving quality, rapid product or service delivery; fast turn-around time on changes, competitive pricing and other features that are best achieved in complex environments by innovative organizational practices.

The effective organization must be able to meet today's and tomorrow's challenges. Adaptability and responsiveness are essential to survive and thrive.

WHAT DO ORGANIZATION DEVELOPMENT CONSULTANTS DO?

OD consultants custom tailor established social science theory and methods to organizations seeking to improve profitability, productivity, morale and/or quality of work life. Examples of activities which are facilitated by OD consultants are:

Consultants apply organization effectiveness strategies such as those shown below when there are needs for assessment, planning, growth, quality improvement, teamwork and other organizational changes.

Action Research - An assessment and problem solving process aimed at improved effectiveness for the entire organization or specific work units. The consultant helps the client organization identify the strengths and weaknesses of organization and management issues and works with the client in addressing problem opportunities. (Some form of action research is generally applied as a foundation for other consulting strategies.)

Conflict Management - Bringing conflicts to the surface to discover their roots, developing a common ground from which to resolve or better manage conflict. Consultants serve as facilitator in a conflict situation or train employees to better understand and manage conflict.

Executive Development - One-on-one or group developmental consultation with CEO's or VP's to improve their effectiveness.

Goal Setting - Defining and applying concrete goals as a road map to help an organization get where it wants to go. (Can also be applied to employee development.)

Group Facilitation - Helping people learn to interact more effectively at meetings and to apply group guidelines that foster open communication, participation and accomplishment.

Managing Resistance to Change - Helping clients identify, understand, and begin to manage their resistance to planned organizational change.

Organizational Restructuring - Changing departmental and/or individual reporting structures, identifying roles and responsibilities, redesigning job functions to assure that the way work gets done in the organization produces excellence in production and service.

Project Management - The general management of specific work, blending diverse functions and skills, usually for a fixed time and aimed at reaching defined outcomes.

Self-Directed Work Teams - Developing work groups to be fully responsible for creating a well defined segment of finished work.

Sociotechnical Systems Design - Designing and managing organizations to emphasize the relationship between people's performance, the workplace environment and the technology used to produce goods and services in order to effect high level productivity.

Strategic Planning - A dynamic process which defines the organization's mission and vision, sets goals and develops action steps to help an organization focus its present and future resources toward fulfilling its vision.

Teambuilding - Improving how well organization members help one another in activities where they must interact.

Total Quality Management - Through work process analysis, teambuilding, defining quality and setting measurable standards, the consultant assists the organization in becoming more cost effective, approach zero-defects and be more market-driven.