Organizational Development Therapy

The process of affecting change in an organization is not all that different from the process that is utilized in working with individual clients, couples and families. I begin the process by building rapport and trust with the client, and then work collaboratively with the client and/or c
ompany to help identify ways to enhance the health and effectiveness of an organization.

In some cases, I am called in to address a specific need, a particular issue, or an identified set of goals and objectives. In other cases, an organization or CEO approaches me with only a vague notion that things are not running as smoothly as they could be. My task is then to dig deep within the organization and identify impediments to optimal performance.

What is Organizational Development Therapy? Organizational development therapy is a process of developing a setting that enhances knowledge, expertise, productivity, satisfaction, income, interpersonal relationships, and other desired outcomes, whether for personal or for the benefit of an organization. The primary goal of organizational development therapy, though not exclusive, is to improve organization effectiveness. The target of the change is holistic: understanding and implementing change for the entire cultural matrix of a individual or company.

Why use Organizational Development Therapy

  • To develop or enhance an organizations mission statement or vision statement
  • To help align functional structures in an organization so they are working together for a common purpose
  • Create a strategic plan flow how the organization is going to make decisions about its future
  • To manage conflict that exists among individuals, groups, functions etc. When conflicts disrupt the ability of an organization to function
  • To put in place processes that will help improve the ongoing operations of the organization on a continuous basis
  • To create a collaborative environment that helps the organization to be more effective and efficient
  • To create reward/incentive systems that are compatible with the goals of the organization
  • To assist in the development of policies and procedures that will improve the ongoing operation of the organization.
  • To assess the working environment, to identify strengths on which to build and areas in which improvements are needed
  • To provide support for employees, both therapeutically and coaching
  • To assist in creating systems for providing feedback on individual performance and on occasion conducting studies to give individual feedback
  • Develop psychological profiles to assist in employee growth