Organisational Development is an effort (1) planned, (2) organisation-wide, and (3) managed from the top, to (4) increase organisational effectiveness and health through (5) planned interventions in the organizations “processes,” using behavioural-science knowledge.
- Beckhard (1969)
Transformational Organisational Development (Transformational OD) has emerged as a key element in the strategic management of change, providing a focus for the cultural and organisational change needed for continuous improvement, alignment of systems, culture and activities, to the achievement of organisational goals.
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Ovations’ Transformational OD approach entails an interactive process whereby experienced facilitators and coaches support leadership in influencing the organisational culture, which in turn, positively influences talent retention.
This transformation is achieved through the application of various organisational development methodologies and interventions i.e. group facilitation, workshops, individual feedback, team building, coaching and personal awareness sessions.
Leadership is the ideal starting point of any Transformational OD intervention since leadership’s style/ inter-personal relationships creates a specific organisational culture. We are able to start at any level or assist with specific pieces, from stand-alone teambuilding to talent retention strategies, but we have achieved more sustainable impact with organisation-wide interventions, starting with leadership.
Our approach is anchored in personal awareness, which is enhanced through the application of assessments (personality and emotional intelligence questionnaires), providing individual feedback and supported by coaching interventions. We believe that individuals should be able to ‘lead themselves, before leading others’.
Our Offerings
Leadership
- Our team facilitates meaningful conversations around mission, vision and strategy to enable leadership alignment and collaboration. Personal awareness as a key focal point, which is furthered and enhanced by leadership development and Executive coaching. Mission, vision & strategy
- Leadership Alignment
- Leadership Dialogue
- Personal Awareness
- personality and emotional intelligence assessments
- individual feedback
- individual and team coaching
- Leadership Development workshops
- Executive Coaching
Organisational Culture
Our aim is to positively influence organisational culture, through establishing deeply-rooted organisational values and embedding a culture that honours diversity and human dignity. Our aim is to assist you in creating an environment within which open communication and dialoguing encourages growth and optimum performance.
- Organisational values
- Organisational culture
- Team dynamics & teambuilding
- Valuing Diversity Interventions
- Eliminating Corporate Bullying
- Management development workshops, which includes:
- effective communication
- effective conflict –handling
- effective delegation
- effective stress management
- talent management
- personal resilience
- coaching & mentoring
- performance enhancement & recognition
- valuing diversity
- personality differences at work
Talent Retention
The aforementioned offerings, build a fertile environment whereby personal growth and continued development is supported. Our subsequent aim is to assist organisations in ensuring that all employees feel recognised, respected and appreciated and as a result, talented employees are retained.
- Talent Selection
- Assessments centres
- Competency-based interviewing (CBI)
- Talent Development
- Development centres
- Personal development plan (PDP) development
- Coaching, mentoring and development
- Women in the Workplace
- Retaining talent after restructuring
- Talent Engagement & Retention Mechanisms
- Succession Planning
Benefits
- Leadership is aligned and functions as a healthy, collaborative team
- Individuals are empowered through personal awareness and coaching
- Values are ‘alive’ and not merely words on a wall
- Employees feel engaged and talent is retained
- Awareness is created around critical current issues for example, Corporate Bullying or ‘How to retain your talent after restructuring’
Our Work
Our team of highly qualified Industrial /Clinical Psychologists and people capital consultants are equipped with specialist knowledge, skills and expertise, gained through multiple client engagements across various industries. Transformational OD is a new offering consisting of a new team; however, Ovations’ key clients include the following Blue Chip Companies:
- ABSA
- Zurich
- Mutual & Federal
- Standard Bank
Q: What is the difference between Organisational Development (OD) and Transformational Organisational Development (TOD)?
A: Transformational OD plays a key role in the strategic management of organisational change. For this change to meaningful and have sustainable impact (1) leadership, (2) the organisation’s culture, and (3) the way the organisation engages with talent, often needs to be transformed to sustain the change and enable achievement of organisational goals.
Q: Does this mean that Ovations does not want to assist in ad-hoc, short term OD interventions?
A: Not at all. Yes, first prize is for the entire organisation to be involved in a continuous improvement drive or large organisational culture enhancement, but one should never underestimate the impact of small interventions. Valuing Diversity Workshops, Leadership Dialoguing sessions and other People Capital Management interventions all make a large contribution to organisational transformation.
Q: How does TOD link with other Ovations solutions/offerings?
A: Transformational OD links strongly with all the Ovations solutions/ offerings, due to the fact that leadership plays such a cardinal role in the effectiveness of the implementation of all our solutions. Also the changes in process, systems and technology are also often a great impetus for organisational culture change i.e. customer orientation/ continuous improvement/ governance/ performance focus.
Transformational OD provides specific People Capital Management support to BPM, as part of BPM implementation, especially with regards to the following:
- Organisational structure
- Job profiling
- Skills Audit & migration
- Performance Management alignment
Transformational OD also link strongly with Change Management, due to the fact that Change Management often identifies the need for Transformational OD intervention i.e. leadership alignment, conflict management or lack of talent management. Often organisational values or leadership styles do not support the change, so no matter how much Change Management is done, embedding of the new process, system or technology fails. This is where Transformation OD comes in to facilitate focused leadership and organisational values interventions.
Q: How would you know that your organisation is in need of Transformational OD?
A: When the organisations’ current reality asks for intervention, for example:
- A new executive leader would like an objective sound-board
- A young leadership team desires leadership development or professional Executive coaching
- Diverse teams experiences regular misunderstandings and conflict
- Ineffective conflict management (unresolved conflict) impacts on organisational effectiveness
- Organisations who are busy planning, are in the midst of, or just completed an organisational restructuring/ downsizing
Or there could be serious signs, for example:
- High levels of staff turn-over, which is problematic because:
- it follows a restructuring
- it is all the top talent (skills, knowledge, experience)
- it is only a specific group- EE candidates or women only
- Rising incidences of conflict and aggression
- Racism concerns are raised by EE committees
- Receiving grievances pertaining to critical issues such as corporate bullying etc.
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