I have worked globally with leadership and organizational development for more than 15 years. As an HR development consultant I have typically worked with departments who had a desire to develop or to change according to new business situations. The focus is both the individual and the team or group.
I use different models but my starting point is always based on where the organisation and the employees are today. I use different interview models followed by workshop interventions.
An example of a typical intervention and development process:
- An open involving process where both leader and employees are active.
- The definition of the purpose (E.g. motivation, increasing employee satisfaction, change of business strategy, transformation)
- Conducting interviews to gather data for a fact pack.
What do I hear, what do I see and what do I understand.
- Conduct and facilitate a workshop with members of the target group.
Thereby you create a common ground for development.
A new exciting tool to work with organizational culture is the rep:grid. If you are curious about this tool you can read more.