Organisational Development explained

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 'ORGANISATIONAL DEVELOPMENT' means to us

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.

WHY WE THINK IT’S IMPORTANT:

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 APPROACH:

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.

RELATED TRAINING COURSES

Leadership & Management in International Development

Knowledge Management

Results-Based Management

EAFM Training of Trainers

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Tags: Training of Trainers, EAFM, Consultancy, Silvia Capezzuoli

Website: http://www.eafmlearn.org

WHY: To presented solid strategies for supporting the development/revision of pilot site fisheries management plans.
WHO: EAFM
WHAT: Training of Trainers
WHERE: Tarcoles, on Pacific coast of Costa Rica
WHEN: December 2017

Reflection and Learning Workshop

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Consultants: Chris Grose, Ruth Jolly, Stuart MacLeod

Tags: Monitoring and Evaluation, multi-stakeholder, reflective practice, Chris Grose, Ruth Jolly, Stuart MacLeod

Website: http://www.iappbd.com/

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

Using Action Learning Sets

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Tags: action research, action learning, reflective practice, HIV/AIDS, mentoring, coaching, Silvia Capezzuoli, Ruth Jolly

Website: http://www.aidsalliance.org/

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

A 5-day workshop on management

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Tags: Project cycle management, Monitoring and Evaluation, Knowledge management, Leadership for development.

Website: http://www.akdn.org/where-we-work/central-asia/tajikistan

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

Organisational Assessment

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Tags: Organisational Assessment, Theory of Change

Website: http://wrapanigeria.org/

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