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Organisational Development


On this page we answer the question, what is Organisational Development?  We also explain why we think it’s important and our approach.

You can also view our related training courses and news.  We also offer consultancy, facilitation and coaching on this subject.




What do development practitioners most need to learn about OD?

Organisational Development, or OD, is an established concept.  Our understanding of OD is related to how we work with organisations – to allow for learning, adapting and development in pursuit of clear purpose.   This covers a range of interventions and on-going, accompaniment style support.  






Working with an OD lens means that we keep aware of what organisations may need as systems.  We pay particular attention to how they learn best from practice, what currently works and what is being called forth in service of their vision.



Our relationship to our clients is tuned in to their needs and context.  We work in close contact to mutually agree our best point of intervention and identify what actions might increase capacity in priority areas. This may be leadership and management development; strategic thinking and planning; how to share knowledge in a Knowledge Management approach; team development; clear systems and processes, inclusive reviews amongst others.

Developing relationships, building trust and allowing for innovative thinking and practice are the touchstones of our OD approach. 


IMA News

Much of our tailor made work and consultancy comes from recommendations by people...
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IMA provided a five-day remote training for 25 staff of Aga Khan Agency for Habitat (AKAH) in Results Based Management, using a mix of our specialist online learning platform, presentations delivered remotely, and exercises and reading materials tailored to AKAH using documents shared by the AKAH team.   

We are well known for our engaging and participatory method of training, and we kept this up online!  Before the course delivery we selected 5 people from the AKAH team to get extra training in facilitation.  They then guided their team-mates through the participatory exercises designed to complement and embed their learning. We know...
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  • WHY: To presented solid strategies for supporting the development/revision of pilot site fisheries management plans.
  • WHAT: Training of Trainers
  • WHERE: Tarcoles, on Pacific coast of Costa Rica
  • WHEN: December 2017

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  • WHY: To reflect and learn on the 5-year experience of implementing the IAPP Project with a qualitative retrospective approach, specifically focusing on capacity development elements to generate recommendations to help for similar future project design
  • WHO: The Integrated Agricultural Productivity Project (IAPP) & Food and Agriculture Organisation (FAO) Technical Assistance (TA) component
  • WHAT: We designed & facilitated a 'Reflection and Learning Workshop’ to review the 5-year IAPP project which was a collaboration between the Government of Bangladesh, GAFSP, The World Bank & FAO
  • HOW: Using exercises, activities, and discussions that encouraged reflection, organisational learning and uncovered tacit knowledge
  • WHERE: Dhaka/Coxs Bazaar, Bangladesh
  • WHEN: September 2016

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  • WHY: Support as part of their learning and development
  • WHO: International HIV/AIDS Alliance
  • WHAT: Action Learning Sets and coaching for managers.
  • HOW: We facilitated regular Action Learning Sets for groups, facilitated a series of Managers’ Forums, Key topics were discussed and recommendations put forward, ALS were conducted face to face, Coaching workshops
  • WHERE: Brighton, UK
  • WHEN: September 2014 – December 2015

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  • WHY: To harmonise the knowledge among middle managers and senior programme and project staff around key concepts for effective management.
  • WHO: MSDSP Aga Khan Foundation
  • WHAT: Facilitating a 5 day workshop on management in general with a focus on Project cycle, KM, M&E and Leadership
  • HOW: Exercises & discussion
  • WHERE: Dushanbe, Tajikistan
  • WHEN: February 2016

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  • WHY: In order to evaluate the organisation performance and effectiveness of their programs and Initiatives. This is part of a broader activity to design the next Strategic Plan 2015 – 2020
  • WHO: WRAPA – Women’s Rights Advancement and Protection Alternatives
  • WHAT: Organisational Assessment
  • HOW: a Theory of Change approach dive for the purpose of uncovering the organisational culture and unpacking the values.
  • WHERE: Abuja, Nigeria
  • WHEN: December 2014 – March 2015

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  • WHY: To advocate for broader social protection in Kenya.
  • WHO: WFP
  • WHAT: Social Protection systems for Kenyan government officials.
  • HOW: Consultancy
  • WHERE: Kenya
  • WHEN: December 2016

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  • HOW: Consultancy
  • WHEN: June 2016

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