There are three distinct levels for intervention within organizations. Led by Travis Tasset, Organizational Development work can occur at the individual, team or whole system level.
Coaching, mentoring, leadership development, career development and performance improvement.
Team coaching, team building, team development, training, learning, facilitation, change management, change leadership, process redesign and improvement.
Strategic planning, process redesign and improvement, change management, change leadership, culture change, organization redesign and structural development.
Any individual who has an attitude of openness, is willing to try new approaches and is committed to making a positive change in their life can benefit from individual coaching. Coaching is the facilitation of growth and change. It is our belief that coaching is one of the most powerful forces for change on earth. People are often their harshest critic. When someone gets out of their own way, success is inevitable and the only mystery that remains is time.
If you’re a business leader who wants to become a more effective leader, coaching is for you. If you’re a professional who wants to be a more effective communicator, coaching is for you. If you are someone who wants to understand your instinctive strengths including the strategies and tactics to increase your performance, then coaching is for you.
Any organization who is undergoing change can benefit from Organizational Development. In times of crisis, it’s even more critical that we know who we are and what we can count on. Both what we can count on ourselves to do as well as what we can count on others to do. Organizations going through a growth phase who want to maintain and enhance their culture as they scale and grow their business can benefit from Organizational Development. Organizations who have to do more with fewer resources will benefit from Organizational Development interventions. Organizations that want to invest in their most important asset, its human capital base, can benefit from Organizational Development. The best way for organizations to leverage their human capital is to ensure that they have the right people in the right seats, they have the right education and training to develop their leaders, they have the right measurements in place to assess their progress, and have the appropriate incentives in place to reward the right behaviors.
In working with founders and their companies, we’ve found that it isn’t enough for them to say they want to have a great culture. They must proactively design and develop their ideal cultural attributes. Without that ideal, it will never be realized.
It’s not enough to say that they want to have and develop great leaders. They must identify specifically which attitudes, attributes and skills they want to develop in their leaders. Without identifying those standards, they will not be met.
We know there is value in making the invisible visible. We know that when leaders and organizations take what is implicit and make it explicit, they increase their chances for success.
An Organizational Development professional can work with companies, with leaders and their teams to:
October 3, 2019 / Travis Tasset In the late 1970’s, entrepreneur Kathy Kolbe saw that certain types of students were struggling in the standard American educational system. She decided to create tools for elementary and high school students that would help them learn more, navigate the educational system, and thrive both in school and in the future.
July 24, 2019 / Travis Tasset I find this question fascinating, because it can have so many variations: “Why should someone become a leader?” “Why would someone become a leader?” “Why did you become a leader?” “Why does someone decide to lead?”