Organization Development (OD) is done in order to benefit your organization with high efficiency and increased productivity. The main purpose of OD is to enable an organization to better respond and adapt to industry/market changes and technological advances. There are a number of benefits of OD from continuous improvement to increased profits, such as

• Organizational behaviour improvement
• Enhancement of Leadership skills in everyone, and not just the head
• Talent management
• Increased Communication within the organization
• Employee Development
• Product & Service Enhancement
• Increased Profit

“…Think of an organization as all the clothes hanging on a clothes line. All parts are connected. If you pull on the socks the towels move…”
– Arthur Friedman

OD is entirely based on collaboration and a “helping relationship”. OD takes a total system view — the organization as a whole, including its relevant subsystems in the context of the total system. Thus, OD interventions and improvement strategies can focus on the whole system or on multiple levels of the system such as groups, teams, and individuals. OD interventions should be clearly tied to strategic goals and objectives. Parts of systems are not considered in isolation; the principle of inter dependency, that is, that changes in one part of a system affects the other parts, is fully recognized. These interventions and improvement strategies can focus on various initiatives within the organization such as communications, strategy, culture and process as well as change.

The OD process begins when an organization recognizes that a problem exists which impacts the mission or health of the organization and change is desired; or it can also begin when leadership has a vision of a better way and wants to improve the organization. An organization does not always have to be in trouble to implement organization development activities

At Electro Curve Marketing Solutions, the OD process proceeds through a number of steps such as assessment, planning of an intervention, implementing the intervention, gathering data to evaluate the intervention, and determining if satisfactory progress has been made or if there is need for further intervention.

Once the intervention is planned, it is implemented and relevant data is gathered. This data is used to determine the effectiveness of the intervention. We then report this to the organization’s decision-makers who determine if the intervention met its goals. If the intervention met its goals, the process can end, which is depicted by the raising of the development bar. If it did not, the decision is made whether to plan and carry out another intervention or to end it.