| Organizational Development, ORGANIZATIONAL RESOURCES |
Mission / Vision Development
An essential element of effective leadership is a clearly articulated vision that mobilizes the organization toward a preferred future. The vision says, "Here is what we want to be in the future". Gareth Wood Associates facilitates a process and provides tools to help the organization think imaginatively and creatively about the preferred future of their business and capture the work in a vision statement.
The Mission Statement clarifies the business and purpose. It defines what the organization has been established to accomplish and answers questions: "What do we do?", "How do we do it?", "Who is our customer?", "What is our contribution to stakeholders/society?" and "What is our value added?"
Using a fun, interactive approach, this process is often completed within 1 day.
Collaborative Strategic Planning
With the Mission and Vision in place the collaborative planning process maps out specific plans and actions that will lead the organization successfully toward the preferred future. It is a collaborative process; it is a continuous process being reviewed on an ongoing basis. It establishes the current reality and critical success factors. It details how success is going to be measured and evaluated for the business (shorter term goals). It details strategies and action plans for achieving the goals.
The goal of strategic planning is to develop a common alignment of purpose and strategic mindset within each individual in the organization. The process will help establish, define and clarify the organizational values and stakeholders.
Leading Change
The first task of change management is to understand the destination and how to get there. The first task of transition management is convincing people to leave home. Change isn't a one-time phenomenon but a permanent business partner. Our experience has been, that at some point in the journey from the old to the new in any organization, leaders inevitably wonder to themselves 'What is taking everyone so long - don't they get it?' We suggest this is not a cause for panic but a signal to move back into the organization and, meeting people where they are in the change process, encouraging, supporting, reassuring, communicating and coaching people toward embracing the new beginning.
Gareth Wood Associates focuses on two key components in the broad process of change:
- Change itself, which is the event, and
- Transition, the process and period of adjustment in adapting and embracing the external change.
Change introduces transition. Change is complete when a critical mass of individuals in the organization leaves the old situation behind to embrace, or at least honestly accept, the new beginning.
Performance Management
Helping individuals understand and appreciate their contribution is a key element of a performance management system. The performance management process confims the purpose of each individuals position, sets goals, provides coaching and support in the achievement of those goals and appraises performance. The goal is to align the individuals attitudes, behaviors and performance with the organizations vision, goals and values. The objectives are:
- More productive and committed employees
- Established documentation for effective goal setting and appropriate coaching and support
- Support for the employee in personal and career developoment
- Formalized reward systems that effectively link rewards with performance
- An environment where the employees feel valued for their contribution
Merging Organizational Cultures
An organization's basic values, assumptions and behaviours can have a dynamic impact on corporate performance and it's ability to make changes. Outstanding companies have created cultures that not only reinforce business strategies but also are continuously learning, adapting and responding to changing markets and competitive environments.
Managing corporate culture takes vision and courage and an understanding of what drives the organization. It is particularly important during mergers or acquisitions to profile the norms and behaviors of each partner company. It identifies gaps and hot-spots that will need to be managed in shaping a corporate culture in alignment with the new reality and new direction.
Would You Like More Information?
Fill out the online Training / Consulting Questionnaire to receive more information about the services of Gareth Wood Associates. Gareth will contact you personally within two working days to assist in determining the right workshop or seminar for your organization. You can also contact Gareth Wood Associates directly at (250) 652-9194. |
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Services:
· People Development
· Team Development
· Organizational Development
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