Know How Organizational Development Can Turn Your Strategies Into Results

Because it influences every facet of decision-making, it is challenging to overstate the significance of organizational development as it relates to your company’s success. The use of organizational tools to increase effectiveness and productivity at work is known as organizational development. An efficient structure can also boost employee morale because employees feel more valued and empowered when a business is well-structured.

The value of organizational development extends to how you handle issues within your business and examine a procedure to identify a more effective method to carry it out. Investment of both time and money is necessary to implement organizational growth. However, the costs will become more than justifiable as you start to appreciate the value of organizational development and its importance to your ability to steer a successful path for your company.

How important is organizational development?

This procedure is crucial because it guarantees that the company’s operations are efficient, benefiting the company and its workers. OD assists in providing the data required to thoroughly study a policy’s effectiveness when integrated with HR practices. The following are additional justifications for why organizational growth is crucial for human resources and a business:

By assessing and removing barriers to better performance, output, or outcomes, organizational development supports HR goals. The following are the main benefits of organizational development.

Enhances employee performance quality: Effective organizational development recognizes that a company’s workforce can make or destroy it. If these issues are addressed, employees’ overall job satisfaction may improve, forcing them to seek better employment possibilities. (that are available in plenty). Implementing strategies to increase employee morale, such as team building exercises, creativity workshops, employee involvement programs, progressive HR policies, and help with work-life balance, will be well-directed if these are included in a strategically aligned Organization Development Plan.

They have enhanced output quality from the business, including higher-quality goods and services and OD gains (product, services, governance, stakeholder relationships, etc.). An employee’s happiness level is directly correlated with the caliber of their work, the significance of their presence at work, and the subsequent satisfaction of their immediate stakeholders. Everybody benefits from this.

Profit growth: Organization development increases profits by removing obstacles to success, setting long-term goals, enhancing strategically vital competencies, and developing enabling procedures. Successful OD initiatives result in a happy and productive work environment, which improves company results. (better brand image, high revenues, and profits, better growth opportunities, enhanced sustainability).

Therefore, if you want to expand your company but need help figuring out where to start, don’t fret. Start reading Jim Gitney’s book "Strategy Realized — The Business Hierarchy of Needs ®-Turning Strategy into Results." The use of a tried-and-true technique for transitioning from a current company model to a future business model is discussed in-depth in the book’s discussion of change management. Although any company can use this approach to execute its strategy, at his consulting firm, Group50® Consulting, he applies the concepts from the book to every project, which saves their clients hundreds of millions of dollars.

Businesses must be revamped due to mergers, reorganizations, or turning points. Both pertinent examples are starting a new company and getting it off the ground. The Business Hierarchy of Needs® provides a framework for creating a coordinated plan for joining the entities, making a Most Important Objective, and gaining agreement and alignment on carefully considered strategies that create one culture while drastically increasing value.

During my 45 years of corporate and consulting experience with companies ranging from start-ups to Fortune 50, I have learned what to do and what should never be done from some of the best and worst leaders.