Developing an OD strategy is something that is very individual an organisation. There is no one-size fits all solution, and there are some organisations that might be better suited to another style of corporate strategy altogether
Here are five questions you should ask yourself before developing a new OD strategy for your organisation.
1. Is it really needed?
Change is usually a good thing, but too much change tends to have a much more negative impact.
It is important to assess how well any previous changes have worked within your organisation, so as to not change anything that is working well, while making alterations to anything that is not.
If your organisation has recently been through a large upheaval, now may not be the time to develop a new OD strategy, as things need time to settle so that the strategy can be planned and evaluated properly.
2. Is it likely to be supported?
In order for an OD strategy to be successful, it needs to be supported by top level management.
If it is not, there will be little opportunity for changes to filter down through the organisation and be properly implemented meaning that the strategy is likely to fail.
Change is usually a good thing, but too much change tends to have a much more negative impact.
If all (or at very least, the majority) of the top level managers are happy to be involved in the development of a new OD strategy, it is far more likely to be a success.
3. Where is your organisation today?
Before starting to think about the future, you need to think about where the organisation is today.
What does your organisations culture and vision statement look like? Do either of them need to change?
With such rapid changes to the financial and technological landscape in recent years, the answer to at least one of these questions is likely to be yes, in which case, developing a new OD strategy is an appropriate step to take.
4. How do you envision the organisation looking in the future?
There might be nothing wrong with your organisation’s current mission and values, however, that doesn’t mean that they do not need to change.
Before starting to think about the future, you need to think about where the organisation is today.
The world is a competitive place, so it is important to not only think about what both you and your competitors are doing today, but also what you will be doing in the future.
Think not just about the way your organisation operates, but also things like developments in technology and upcoming changes to legislation.
You need to plan now for changes that are yet to come, as an OD strategy is a long-term, or in some cases, ongoing project.
5. How will you achieve the objectives of your OD strategy?
Once you have thought about how your organisation will look in the future, you need to think about how you will reach this vision.
OD is all about changing the culture and behaviours throughout the organisation, so if your vision for the future does not require these to change, now might not be the time for developing an OD strategy.
If on the other hand positive changes to your organisation can be achieved by smarter working, now is a great time to start developing an OD strategy.
