3. The Organisational Development Domain

This domain is about considering the organisation through the lens of organisational effectiveness and organisational performance. Questions to reflect on and consider when working through the organisational development domain include:

  • In your organisational structure and design: (including change management), i.e. what organisational structures and designs are adding value to your workforce and what needs changing to achieve organisational goals?
  • What are your change management strategies and initiatives? How ready is your workforce for change? What impact will changes have on the workforce, and how can you engage the workforce in the change?
  • Culture: Is there clarity about what matters to the workforce? Do you schedule regular check ins with staff such as staff surveys or through team meetings? Do you have targeted culture programs in place?
  • Leadership and management capacity: priorities, issues that leaders and managers are facing and support they need/get.

The Key

When assessing your organisation please consider two factors (1) your practice and (2) your documentation/systems. Sometimes we develop a practice but have no documentation or systems in place to support our way of working. Other times we develop systems and produce documents, but the practice has not been developed. What needs attention or development will vary depending on your organisation’s size, maturity and context.

The following key needs to be considered in each domain, both in practice and documentation/systems.

Practice

  1. No practices in place.
  2. Inconsistent practices in place.
  3. Consistent practices in place.
  4. Highly developed practices in place.

Documentation and systems (DS)

  1. No supporting documentation and (IT) systems in place.
  2. Documentation and (IT) systems in place but not used in practice.
  3. Documentation and (IT) systems in place that support some practices.
  4. Documentation and (IT) systems in place that are informed by and drive best practice.
  • Your Privacy
  • You will have a log in that is unique to you. The data collected is anonymous. We only collect de-identified data such as the domains you work through, the region you are in and your type of organisation. This data will assist us in identifying emerging themes and to inform where the project team need to focus their attention in the life of the project(s).

  • The Process
  •  

    Review processes can be challenging and undertaking this process may feel overwhelming. If you feel that way, focus on what is already in place and acknowledge your achievements. Try to avoid only focusing on what is missing or needs further development.

    Your priorities are unique to your organisation. We strongly recommend choosing one to three areas for development only. Our suggestion is that you choose areas you believe will make the biggest difference to your organisation.

  • After Review
  •  

    Once you have completed the review, you will receive a summary of your results that will assist in prioritising key areas and potential next steps.

    We encourage you to develop a plan of action based on your priority areas.

    We strongly recommend choosing one to three areas for development only, by selecting the areas you believe will make the biggest difference to your organisation.

  • Next Steps
  • We are here to assist you in the journey, and we can provide useful resources and community of practices for specific areas of interest.

    A questionnaire at the end of the review process will assist us to identify common development needs including access to valuable resources and interest for building community of practices.

    We are also interested in how useful this review process and tool has been for you.

    Thank you for your assistance.

You will have a log in that is unique to you. The data collected is anonymous. We only collect de-identified data such as the domains you work through, the region you are in and your type of organisation. This data will assist us in identifying emerging themes and to inform where the project team need to focus their attention in the life of the project(s).

 

Review processes can be challenging and undertaking this process may feel overwhelming. If you feel that way, focus on what is already in place and acknowledge your achievements. Try to avoid only focusing on what is missing or needs further development.

Your priorities are unique to your organisation. We strongly recommend choosing one to three areas for development only. Our suggestion is that you choose areas you believe will make the biggest difference to your organisation.

 

Once you have completed the review, you will receive a summary of your results that will assist in prioritising key areas and potential next steps.

We encourage you to develop a plan of action based on your priority areas.

We strongly recommend choosing one to three areas for development only, by selecting the areas you believe will make the biggest difference to your organisation.

We are here to assist you in the journey, and we can provide useful resources and community of practices for specific areas of interest.

A questionnaire at the end of the review process will assist us to identify common development needs including access to valuable resources and interest for building community of practices.

We are also interested in how useful this review process and tool has been for you.

Thank you for your assistance.

3. The Organisational Development Domain Review