Organisational Development

People don't resist change, they resist being changed

Staff Profiling
For most organisations, it is necessary to ensure that its business outcomes are achieved. If the standards and the means to achieving them are not well defined the organisation is unable to deliver products and services to customers to the expected quality, deadline and price. As a commercial concern the business soon becomes economically non-viable. For existing staff, knowing specifically what skills, knowledge, attitudes and behaviour their employers seek enables them assess their ability to provide them. This gives them an opportunity to appreciate their own strengths and recognise development areas. Being aware of areas where they could improve enables them to consider and plan how to address gaps.

An organisation that invests in this, sends out a clear message to everyone about the behavioural indicators upon which they will be assessed. Through getting involved, staff soon understand the objectives and processes of the business and their own role and responsibilities relevant to it. Training needs are more easily identified and monetary value of applied learning and behaviour assessed.

After a profiling workshop, participants can expect to:
  1. Identify their own work or managerial preferences and how these preferences are similar and different from others on the work team.
  2. Examine how these personality similarities and differences facilitate and block productivity
  3. Develop and sharpen interpersonal skills that will heighten personal job effectiveness.
  4. Understand the basic differences between people, allowing them to work together while remaining comfortable with themselves.

Change Management Program
Research suggests that while organisational change is taking place at an everincreasing rate, less than 60% of re-organisations meet their stated objectives.

Every organisation needs to adapt to survive and grow, but many are not fully prepared for change. Therefore to have the competitive edge, increased profits and maximum control over company's destiny it is essential to innovate, learn quickly and respond quickly. This must be done by managing the transformation within the organisation. By being aware of the environment, external trends and working with those within the organisation who are keen to make improvements, a strategic approach will pay dividends.

Organisational change is challenging, but effective management of the process can lead to a positive experience. A good understanding of the underlying principles can help to control the process of change and achieve planned objectives. Change Management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. If you force change on the staff, problems will arise. Change must be realistic, achievable and measurable.

Career Transition / Outplacement Programme
Change can be emotionally hard-hitting for individuals particularly when that change is considered (by them) to be detrimental to their livelihoods and will significantly impact on their security and that of their loved ones. Feelings can run deep ranging from confusion to anger, mixed with feelings of rejection and inadequacy, all potentially leading to deep emotional distress and possibly clinical depression.

Managing a successful support process designed to mitigate feelings of a lack of control over the process and facing an uncertain future, and moving individuals to a state of positive mental well being, to enable individuals to take greater control over their own futures, can be challenging.

Achievement Specialists provides a comprehensive package of support to the individuals via a variety of methods, including 1-2-1 support. Our ultimate objective will be to successfully support the participants into developing a positive frame of thinking and attitude, to assist them to take greater control in managing this change in their lives and that of their loved ones, and enable and facilitate them into new suitable careers (or self employment) based on their personal aspirations tempered by a strong self understanding of their own personality and skills set.

HR Development, Organisational Analysis & Competency Framework Assessments
'Competency' and 'Competencies' are defined as the behaviours or technical attributes (knowledge, skills, judgement etc) that an individual must have or acquire in order to perform efficiently and effectively in their job. For example, management competency may include emotional intelligence and influencing and negotiating skills.

Creating a competency framework can assist you in creating a standardized approach to performance management. It outlines specifically what people need to do to be effective in their roles, and establishes how their roles relate to organizational goals and success. A 'competency framework' is a structure that sets out and defines each individual's skills and capabilities that are needed to operate effectively and efficiently to support the organisation to deliver it's goals in a timely fashion and within the budget. It can also help the staff to understand fully their personal and professional development needs in order to maximise their contribution to the organisation's success.

Defining the competencies that are necessary for success within your organization can help you:

  1. Ensure that your team demonstrates sufficient expertise.
  2. Recruit and select new staff more effectively.
  3. Evaluate performance more effectively.
  4. Identify skills gaps more efficiently.
  5. Provide customized training and professional development.
  6. Succession planning.
  7. Make change management processes work more efficiently.