OD is a process by which an organization develops an internal capacity to effectively and efficiently conduct its mission work and sustain itself over the long term.
The goals include discovering ways to support human performance and health while simultaneously plan for procedures and interventions that advance the charter the organization. OD works to invoke policies and protocols that assist personnel in adapting and adjusting to constant external change.
In order to make competition more relevant to work goals and to maximize collaborative efforts,
it is essential to develop a reward system which recognizes both the achievement of the organization’s mission and the organization’s development. OD seeks to increase the sense of ownership of organizational objectives throughout the workforce, help managers manage according to relevant objectives and ultimately increase self control and self direction for people within the organization.
Assessments are conducted to focus on delivering training that makes a difference. The topics of resilience, peer support, psychological capital, psychological first aid, and well-being are consistent with state of the art research on the value of positive psychology in the workplace.
Typically, consultants seek to conduct strategic dialogue to address critical success factors and assist leadership in setting direction, aligning their constituencies, and executing either incremental or fundamental change to move from a current state to a transition state to the desired state.
Associates have been adjunct faculty members at esteemed academic settings such as Johns Hopkins, University of Virginia, University of North Carolina, and NYU and Denver University.