Organization Development
Diagnostic Surveys
These are undertaken as a basis for measuring the impact of changes, gathering data to learn the reasons behind an organization symptom or symptoms (turnover, low morale, etc.), to determine the extent to which new requirements (such as government regulations) are understood, or to develop an informed basis for setting plans and objectives. Survey methodology can vary, ranging from personal interviews to formal questionnaires, depending on the needs and objectives of the requesting managers.
Process Consultation
This is a less structured and more open-ended type of assignment in which a group of people who meet regularly for a specific purpose request assistance in making their meetings more productive. These meetings could be monitored actively (i.e., intervening with observations for the group to consider, helping the group to stay on track, etc.) or passively (i.e., summarizing observations of the group's interactions after the meetings, providing recommendations for change, etc.). The role of the facilitator would be agreed upon in advance.
Conflict Resolution
Managers may request assistance from a trained, objective third party when help is needed to overcome an impasse between two parties that has resulted from a breakdown in communication or deterioration of relationships. Participants should be involved voluntarily, with a genuine desire to reach a mutually acceptable solution. The third party's approach will be to assist participants in recognizing their shared needs, interests and objectives, and formulating action steps for an improved working relationship.
Team Experiential Learning
Implemented either outdoor or indoor, this intervention uses experiential simulations as metaphors of how the team functions. Highly interactive and challenging, these activities can be tailored to focus on any areas relevant to the participants including leadership, collaboration, decision-making, conflict resolution, etc.