Let’s Talk Developing our Organisation

Let’s Talk Developing our Organisation 2019-06-05T13:46:18+01:00

87% of global businesses say diversity and inclusion is an organizational priority

Only 37% of the businesses surveyed task their leaders with specific diversity and inclusion goals

42% admit that diversity is still a barrier to employee progression within the company

Several studies have shown that companies with higher rates of diversity regularly out-perform companies with more homogenous demographics

Having a clear focus on developing our organisations is critical to ensuring we are all able to deliver our organisations ambitions; in a way which is compatible with the culture and ethos our organisations want to pursue. However, what exactly ‘developing organisations’ means can be a difficult concept to define or even explain. A popular definition of developing organisations is from Roffey Park. Roffey Park state organisation development is ‘…a planned, systematic approach to improving organisational effectiveness – one that aligns strategy, people and processes’.

This is a very helpful description, however, as Strategic Lead for this theme I can’t help but feel it doesn’t quite capture the full essence of what developing our organisations is, and should be about. We need to understand not just models of change, human behaviour and process but more fundamentally what makes organisations ‘tick’.

Another way to describe developing our organisations is through exploring the idea that organisations are built on a network of relationships. We know from research that relationships between an employee and their manager are hugely influential; so too can be relationships between colleagues (particularly in relation to teams and teamwork); there is also relationships between employees and the organisation and of course the actual work. The important point of this is that we know that relationships are founded on ‘thoughts’ and ‘emotions’ – what makes people ‘tick’

Put simply, in order to develop our organisations we need to focus on the “health” of our organisations, its people, processes, systems and culture. We then need to put our efforts into making sure it runs smoothly and is able to carry out the work it needs to.
This is why having a focus on developing our organisations is so important, if we fail to look after the health of our organisation, just like if we neglect our own health, sooner or later we will see issues arise. This theme therefore seeks to create discussion and thought on what the genuine meaning of developing our organisations is and how it may shift our minds as to how we approach our work.

Why this year?
All organisations, across all sectors are facing unprecedented levels of change and volatility. Whether this is a result of technological breakthroughs, demographic changes, increased competition or complex political environments.

Therefore perhaps more than ever it is vital that as HR and OD professionals we come together to understand how we can best support our organisations to work out what their futures look like and most importantly how to create that future with them, learning from one another as we go.

Back to Let’s Talk Themes page

Let’s Talk: Developing our Organisation Theme Lead

Fiona McAdoo

Email: [email protected]

#Hashtag: #PPMADeveloping

Want to know more?

The Institute for Organisational Development

Niels Pflaeging talk, Organize for Complexity (2016).

Peter Green, Organisational culture – ‘teal’ organisation, 2016 – reflects on Laloux’s Reinventing Organisations book in the context of ‘Agile and Lean adoption’.

David Marquet: Turn the Ship Around!– a video from Captain David Marquet on organisational design, the unintended consequences and how you create change.

The Crisis in Organisational Developmentthe authors of this book [link to extract of the book] argue that OD should be more relevant today than ever before. Yet, they ask the critical question of why, if this is true, is it too often ignored by senior executives / leaders?

Peter Green, Organisational culture – ‘teal’ organisation, 2016 – reflects on Laloux’s Reinventing Organisations book in the context of ‘Agile and Lean adoption’.

Glassdoor Diversity and Inclusion research roundup.

Deloitte – The diversity and inclusion revolution: Eight powerful truths.

If you have best practice to share, please contact me [email protected]. We are really keen to highlight the great practice we know is out there.

How to Get Involved …

I would like as many people as possible to join this conversation to help shape this theme and collect resources and best practice that we can all benefit from.

So please do get in touch with me, Fiona McAdoo via [email protected] I look forward to talking with you very soon.
In the meantime I hope you find the following resources interesting – let me know what you think of them.