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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 '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:

 

For us, working where we can 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. 


 


Featured news  

 

EAFM Training of Trainers

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Website: http://www.eafmlearn.org

Great sharing on our last day of Ecosystem Approach to Fisheries Management (EAFM) Training of Trainers, near Tarcoles, on Pacific coast of Costa Rica. The 6 participating Latin America and Caribbean country teams presented solid strategies for supporting the development/revision of pilot site fisheries management plans. Coaching provided by REBYC II-LAC project coordinator, senior lecturer from University of West Indies, Chris Grose and Silvia Capezzuoli.

Learn more about EAFM here...
http://www.eafmlearn.org/


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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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Evidence from around the world shows that a broader understanding of Social Protection, encompassing universal elements, rather than a poverty focus, ultimately contributes not only to enhancing economic and social well being, but also contributes directly to more cohesive societies. The mindset shift is to move from a benefit approach to one of entitlements as citizens.

Last week Silvia Capezzuoli lead on facilitating a week-long WFP-funded training initiative for enhancing social protection in Kenya, with content developed and presented by Development Pathways. This training of trainers (TOT) was the starting point of a WFP-supported Learning and Development programme supporting...
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A new website is launched for people working in fisheries and natural resources management which takes an Ecosystem Approach to Fisheries Management (EAFM).  This approach balances the environmental, human and social well-being within governance frameworks. The website includes free materials and a toolkit developed by the EAFM consortium, which IMA is a member of. The materials serve two  purposes; a participatory training package for fisheries mid-level government and NGO managers, and also a toolkit for advocacy and policy- level influencing. As part of the EAFM consortium IMA took part in piloting the policy toolkit for leaders, executives and decision makers in...
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