Organization Development

The capacity to adapt and change

Organization DevelopmentAre you confident of your organization’s ability?

  • To continuously improve its effectiveness?
  • To take control in a dynamic competitive environment?
  • To transform itself in response to shifts in strategy?

Change is a constant…

  • In your markets, competitive landscape, technologies, stakeholder expectations—even in your workforce.

The ability to rapidly adapt and build the capacity to perform effectively…

  • In response to new opportunities, challenges, or constraints, can be learned, honed, and applied in myriad situations to sustain organizational effectiveness, whatever your mission, strategy, or business.

Give a man a fish, or TEACH him to fish

The implications are the same for organizations in transition. Thus BowmanBecker’s mission is two-fold:

We help your organization be more effective in critical areas of need, whatever they may be…

  • Get a new merger or acquisition off the ground and functioning at full capacity.
  • Improve business processes/infrastructure.
  • Reorganize to align with a new strategy.
  • Build cross-functional and/or multicultural teams and encourage collaboration.
  • Build strategic competencies and leadership capabilities necessary for success.
  • Address low engagement or reverse underperformance.

We also help your organization build its capabilities to drive change when and where it is needed…now and into the future.

BowmanBecker’s approach
Many management consultants approach OD/OE projects as the “experts” without engaging the client’s managers in the process other than to implement the consultants’ recommendations. Although appropriate in some cases, such a unilateral approach does not leave the organization with the capability to transform itself or continue to engage in large-scale learning processes. We partner with clients in a variety of business types throughout New York, New Jersey and Pennsylvania.

Partnership
The answers to specific organizational issues usually reside within the organization itself. Our approach, built on inclusion, engages the people directly involved in the affected system, along with the organization’s key decision makers. Drawing upon behavioral science principles and systems thinking, BowmanBecker utilizes facilitation skills to engage work teams, elevate their awareness, and mobilize their expertise. We empower them by sharing our tools and techniques and imparting our knowledge.

Multidimensional Focus
We employ a diagnostic model that considers the impact of all elements—strategy, structure, process, people, and culture—on the ability of the organization to perform effectively and fulfill its mission. This multidimensional focus produces a richer understanding of the underlying issues, which in turn generates more robust and integrated solutions congruent with the strategic direction, mission, values, and objectives of the organization.

Our approach to organization development creates value for your organization:

  • Higher levels of commitment, accountability, and support for the resulting change processes
  • Sustainable improvements in culture and performance
  • Learning that can be used again and again to successfully implement and manage other transformation processes

How BowmanBecker works with you…
We work collaboratively with our clients in a series of steps to diagnose the problem, design and implement needed change processes, and monitor the results:

  • Define the problem/need by applying the diagnostic model, distinguishing between symptoms and root causes, determining capacity and readiness for change, and building rapport and trust.
  • Gather data through qualitative and quantitative methods such as benchmarking, surveys, focus groups, interviews, observations, and archival data.
  • Analyze the data to determine the feasibility and degree of difficulty associated with changing the current condition, and the likely impact on the organization.
  • Present findings to key stakeholders in confidential meetings, executive coaching sessions, off-site retreats, or interactive work sessions, with the goal of building trust, consensus, and ownership in the change processes.
  • Design interventions, working with a team(s) drawn from the organization, to introduce solutions appropriate to the organization’s culture, budget, purpose, and objectives—and to transfer know-how and tools to the organization.
  • Develop action plans and priorities, in conjunction with the design team and senior executive sponsors, to implement the solutions.
  • Monitor and assess intervention results, using metrics relevant to the desired outcomes (e.g., goals, performance, behaviors), and fine-tune processes as required for better results.