It’s easy to assume that Organisational Development is something that happens in the upper echelons of an organisation. Something done to the people in the organisation rather than something which involves them.
It’s true that Organisational Development sounds a bit corporate jargon-y and ‘top level’ but it is actually vital for an organisation and the people within it. Organisations need to evolve, stay fresh and relevant. They are not static entities and even if you don’t call use the term ‘Organisational Development’, you can be sure it is happening.
When done well, and particularly when it is framed well, Organisational Development can feel dynamic, useful and even inspiring for your team. People will feel involved and meaningfully engaged rather than simply hearing mutterings in the (virtual) corridor about “stuff” the senior leadership team may, or may not be doing.
Before you start any sort of Organisational Development, you need to get people on board. We’ve found the best ways to do this are to frame your Organisational Development aspirations and plans as something for everyone.
Here are our top five ways to frame Organisational Development in a way to win over your team and help your people engage, even if they might not yet see its value.
1. A process that takes shape as you go along.
Instead of talking about the enormity of change, why not try framing OD as an adventure the whole organisation embarks on together. One that has purpose and is exciting, not just something to get through.
Ask the question: “Where do we want to go, and what might we discover along the way?”
View it as a voyage of discovery. Every workshop and every conversation is a step toward a stronger, more connected way of working.
2. A tool for empowering your team.
People engage when they feel ownership. Talk about your plans for OD as a way to give teams more control, a stronger voice and influence over how they work. For example, think about framing Organisational Development with questions like:
“What would it look for you like if we were able to collaborate better?”
OD isn’t about telling, it’s about asking and involving and giving people in your organisation the tools to identify and solve problems, lead conversations and make things work for them.
This shifts OD from something that’s done to people to something that’s done with them.
3. An opportunity for Ideas.
Innovation isn’t just for teams that create products, it’s for every team and multiple teams within an organisation or business. Frame OD as the chance to share new ways of doing things that breaks down silos and unlocks new ideas.
Ask questions such as: “Where could our next breakthrough come from?”
This makes OD feel creative and full of potential, not just a ‘thing’ the team has to get through in order to carry on doing their work.
4. Something that will make for a better work life.
Burnout and stress are real, and OD can help. Show how it is a way to design a healthier, happier workplace.
You might ask: “How can we create an environment for everyone to enjoy what they do and learn and thrive?“
OD isn’t just about productivity; it’s about creating a culture where people feel heard, supported and valued.
5. Ensuring your strategy is part of what you do.
OD really helps with embedding the strategy into your organisational way of life, not just something that is done and sits on a (virtual) shelf. It will help align the team around the strategy, increase focus and get real results. You could find out what people need to ensure this happens:
“What will help us to incorporate our new strategy into the way we do things, so that we do what we say we are going to do?”
Why does this matter to your team?
When OD feels relevant, exciting and valuable, teams are more likely embrace it.
The key is understanding that many people won’t care or understand about developing the organisation in the same way that the Senior Management Team do. So you need to choose language that resonates with their actual priorities. Find ways to frame organisational development in a way that is meaningful for them, and you’ll find people are happy to contribute.
If you are ready to make OD work for your team, we’re here to help. Whether you’re looking to align your strategy, boost collaboration or simply make work feel better, get in touch.
Let’s talk about how we can design a programme that fits your goals and gets your team on board.
Photo by Paolo Chiabrando on Unsplash
