SERVICES
Overview
Organisational development works by strengthening the organisation's capacity to deliver services in a predictable, measurable way that meets the need of its target population.
Organisational development broadly includes those activities, structures and processes that aim to improve the quality and consistency of services and aims to provide a well functioning workplace to enable teams and organisations to focus on client outcomes.
On this page there are five organisational development activities that may assist you to progress your program, team, organisation or community.
Practice Framework
A Practice Framework provide a strong foundation for any organisation.
What can it do?
- Provides an ethical basis for practice
- Directs how clients should experience your service
- Creates consistency across the programs and the organisation
- Guides the content of policy
- Informs the design of training
- Shapes the quality assurance process
- Reshapes employee performance expectation
- Supports supervision
- Helps shape organisational design
For more information please contact me
Planning for Change
Planning for the future requires the time look, think and wonder. We are working in a time that is challenging our previous ways.
Planning for change does not assume growth or cut backs. It looks at what will create the best way to achieve success in a realistic way.
Planning isn't just coming up with a plan. It is choosing the pathway that help to strengthen your organisation's position.
Your planning can focus on strategy, growth management, risk reduction, succession and more.
The process of planning is to help you create the time necessary to be more responsive to the current landscape.
Positive Work Culture Plans & Implementation
A positive and congruent work culture that is easily kept on track during times of stress and / or changed needs to be well constructed and maintained. It needs to reflect the key elements that are relatable by the service user, funder, staff and community.
Cultural planning is the starting point to identify the culture you already have and what you would like it to be. It is an inclusive process where the influencers and implementers are at the table from the beginning.
Culture change can take time a good foundational plan can get results.
Trauma Response Assessment & Plan
More organisations are taking up wellness programs for employees. In those organisations this takes a proactive approach to workplace stress.
However, in all workplces we have colleagues who may have experienced or are experiencing abuse, neglect, displacement or extreme stress. If the experience results in trauma, it is important that there is the scaffolding and support from the organisation.
Providing an Assessment and then developing a specific Trauma Response Plan with the person post assessment, provides safety and clear guidance to what needs to be done and by whom.
For more information
please contact me
Selection, Induction, Probation & Succession
The 'one size fits all' approach to the recruitment of new staff is often the reason we spend so much time managing staff performance.
Developing clear, well articulated systems that directly relate to your programs and practice improves client outcomes, team culture, efficiencies and scaling.
SIPS is a systems approach to ensure you are building a safe and secure ways of supporting your clients by establishing the appropriate scaffolding for your workforce.