ASK works with organisations across all sectors and geographies to implement programmes of organisational development and change – complex strategies to change organisational beliefs, attitudes, values, and structures to help organisations better adapt to new markets, technologies and business imperatives.
Organisational development (OD) processes are multi-faceted and are designed to provide the infrastructure or architecture that delivers end results that support the business vision, strategy and its key drivers for success.
A medium to long range undertaking to improve decision making, problem solving and renewal processes through the more effective, collaborative management of an organisation’s culture, OD involves organisational reflection, people and process improvement, self-analysis and strategic and operational planning and implementation.
In achieving these challenges, our work – our inputs and, more crucially, our outputs – include:
- strategic analysis
- people and organisational change programmes
- talent and succession strategies
- people process re-engineering
- change implementation planning
- internal and external communication strategies
- employee engagement and retention strategies.
Our approach to Organisational Development (OD) is informed by the theories and methods of applied behavioural science. Focused on understanding and managing organisational change, our multi-disciplinary change agents draw on sociology, psychology, and theories of motivation, learning, and personality.
Although OD can be defined in a number of ways, any agreed definition should embrace the concept of a planned, top-down and company-wide effort to increase effectiveness and organisational health, while at the same time encouraging leaders to engage with all their employees to create the organisation's future direction.
In this context, ‘development’ is the notion that organisations should constantly strive to become more effective at achieving their goals. As we work with our clients to support them in building their OD infrastructure and strategies for success, we ensure we combine our OD interventions with leadership and management development activities (such as defining and designing values and behaviours for newly formed ‘top teams’) and senior executive coaching to reinforce new organisational cultures.
Crucially, we deliver outputs that align real, positive and sustained behavioural changes with critical people and process changes and interventions that support our client organisations’ visions, strategies and operations.
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