Organizational Development
Organizational Development is ultimately about ensuring that the culture within any large group of people is fit for the organization’s purpose and for its people. Our work is to create the best possible fit between a leader’s vision, the organization’s mission, and the people who work within and depend on the organization to deliver value.
We work across all three elements of people-centered organizational development: Organizational climate assessment; Individualized perspective of organizational climate; Identification of collective behaviors and strategies.
Our approach to organizational development is deeply pragmatic and personalized. We apply insights from research and collective knowledge and then reframe them through our expertise in coaching, facilitation, and gamification. We foster an invitation to trust, co-create, and imagine with an innovative suite of products and services that integrate our three core capabilities (Organizational Development, Business Agility, and Diversity, Equity, Inclusion, and Accessibility) to create win-win scenarios.
Part of our Playbook
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Compass for Agility
The Compass for Agility is a pragmatic and personalized approach for to explore how and why behavior change (both individually and collectively) can lead to outcomes such as resilience, innovation, and equity. This builds fluency in experimenting, learning, adapting, and succeeding.
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Wings: Terminal Rescue
What if you could "play" out organizational transformation scenarios in a game? Try out different strategies and responses? Wings: Terminal Rescue is an experiential learning game that mimics some of the familiarity and frustrations of behavior in complex organizational dynamics.
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Spextrics
Navigating interpersonal relationships and creating conditions for groups of people to succeed are essential capabilities for innovative and resilient organizations. Cultivate the awareness and capacity to create win-win scenarios in interpersonal dynamics with Spextrics.
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Wicked Agility
Enabling agility in an organization isn’t a simple checklist or one-off process. It’s what’s known as a wicked problem — a social or cultural problem that's difficult or impossible to solve, normally because of its complex and interconnected nature. The Wicked Agility technique offers wicked big solutions to wicked big problems when creating a sustainable culture-change environment or a sustainable product.
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Co-Creation Workshop
Today’s organizations face complex challenges. These challenges often require specialists from multiple domains to come together to explore the problem space, identify potential solutions, and select the best possible strategy. Then, teams need to execute adaptively and iteratively, not to mention learn from the experience for future efforts. So how can organizations equip themselves to successfully undertake this journey?
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Cognitive Leadership
Cognitive Leadership provides a framework to illuminate the gap between the intent a leader has and the impact they have on the people and environment around them. We shift the focus from leaders themselves (their values, their personalities, their purpose) to the impact they create, especially on the people they’re responsible for leading and on the organizations they lead.
What Drives Us …
“I used to believe that culture was ‘soft,’ and had little bearing on our bottom line. What I believe today is that our culture has everything to do with our bottom line, now and into the future.”
— Vern Dosch, author, Wired Differently