Dynamic Improvement

A new, fresh and ready company with the skills and desire to ensure that the implemenation process is a success.

In the field of Organizational Development there are many activities and disciplines. One of those is the area of organizational diagnosis and the use of structured organizational diagnostic tools.

The effective diagnosis of organizational culture, and structural and operational strengths and weaknesses are fundamental to any successful organizational development intervention. As Beckhard  said in the preface to his seminal work

... in our rapidly changing environment, new organization forms must be developed; more effective goal-setting and planning processes must be learned, and practiced teams of independent people must spend real time improving their methods of working, decision-making and communicating. Competing or conflicting groups must move towards a collaborative way of work. In order for these changes to occur and be maintained, a planned, managed change effort is necessary - a program of organizational development.

This was written in 1969 and while much has been learnt it is just as true today.

Since the beginnings of organizational development as a profession, diagnosis has moved from the purely behavioral towards a strategic and holistic business diagnostic approach. Moving away from looking at human interventions in isolation, to exploring the interactions of people in the context in which they operate. equally as organizations are increasingly collaborative in nature, the traditional silo approach to diagnostics is becoming increasingly rare. Organizational development and in particular the diagnostic phase of activities is spreading from the occupational psychologists towards main stream business. This is important for OD practitioners as the role is increasingly holistic

Organization development (OD) is often defined as a planned, top-down, organization-wide effort to increase the organization's effectiveness and health. According to Warren Bennis, OD is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges. OD is neither "anything done to better an organization" nor is it "the training function of the organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD can involve interventions in the organization's "processes," using behavioural science knowledge^[1] as well as organizational reflection, system improvement, planning, and self-analysis.^{[citation needed]}.

Kurt Lewin (1898 - 1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s. From Lewin came the ideas of group dynamics, and action research which underpin the basic OD process as well as providing its collaborative consultant/client ethos. Institutionally, Lewin founded the "Research Center for Group Dynamics" at MIT, which moved to Michigan after his death. RCGD colleagues were among those who founded the National Training Laboratories (NTL), from which the T-group and group-based OD emerged. In the UK, working as close as was possible with Lewin and his colleagues, the Tavistock Institute of Human Relations was important in developing systems theories. Important too was the joint TIHR journal Human Relations, although nowadays the Journal of Applied Behavioral Sciences is seen as the leading OD journal.

The term "Organization Development" is often used interchangeably with Organizational effectiveness, especially when used as the name of a department within an organization. Organization Development is a growing field that is responsive to many new approaches including Positive Adult Development.

About Our Business

We are a new company, with many old ideas, proven ideas that work, nevertheless, we strive to stay on the cutting edge of Organizational Development, we attend seminars where we receive training, and also stay in touch with other similar companies, while continue to conduct research about all the different aspect of Organizational development, with emphasis in human resources improvement.

With over 40 years experience in Training, Research, Human resources development, and Organizational development in both the private sector and the US Military, we are the right company for you.

The programs are based on personal support and coaching tailored to the individual and emphasizing long-term career planning., rather than off-the-shelf packages.

Our Mission

To offer an on-tap, as-needed, out-source Management consultant service to smaller clients.

We are specialists in the areas of Quality Management Systems implementation, diversity and equal opportunity.

To provide robust, practical, integrated solutions that managers can live with.  As long as is possible the emphasis is firmly on the integration - helping clients avoid the cost and problems resulting from "another stand-alone consultancy exercise".  

If you have a query not addressed by information on this site, simply call or email.  We are always happy to exchange views about how personnel consultancy services might help, without "selling”.

We can help you with

• Organizational Development
• SWOT Analysis
• Managing change
• Organizational Communication
• Organizational culture
• Organizational learning
• Organizational performance
• Performance improvement