Organisational Development

Organisational Development has been around since quite some time now. Some 70 odd years to be more precise. But it’s still to pick up pace. At least in India. Somehow Indian companies are just not ready for it. Rather, I should say that they are not yet open to it. They feel it takes too much effort and time. And you know how we all are. Always looking for a quick fix!

Let’s face it, the market place is growing at a supersonic rate. Newer technologies are constantly outrunning the older ones and customer expectations are ever on the rise. Which means that all the organisations are perpetually on their toes, always aiming to get better so that they can give better.

So when organisations say that organisational development is not for them, I find it difficult to believe. After all, organisations are run by humans and humans are pretty complex beings. So we can start with team building training. Understanding them to help them be more productive can get really difficult at times. And that’s where organisational development fits in.

Let’s have a look at some of the features of Organisational Development and what their consultants do to give us a better understanding of the same:

  • Behavioural Expertise – Organisational Development consultants are behavioural experts. They understand the human species very well and how their minds works and what they want. This makes it easy for organisations to create policies and structures which employees will relate to well, in turn increasing their productivity, commitment towards work And also improve performance of employees.             


  • Change Agents – Change is something that can get difficult to manage, especially when its met with resistance. Organisational Development Consultants understand this very well and hence create interventions which help include the parties who are going to undergo the change in the change process. This improves the acceptance of the change and the process becomes smooth and a lot easier to manage


  • Independency – How often have you been to a specialist and realised that you tend to get hooked to them because they know their stuff well and its not something you can do? Happens all the time, doesn’t it. But is it that desirable? Doesn’t it create dependencies? Organisational Development consultants and organisational culture workshops, believe that it does. They therefore ensure that they equip their clients to handle and solve their own problems before completing the intervention and exiting the organisation


  • More than just a Doctor – Just like a Doctor, Organisational Development consultants help you diagnose problems. However, I must stress on the word help. They ‘help’ the organisation in figuring out what’s wrong, then together work to correct it and then re-evaluate the results and see what further actions need to be taken. They can well do it for you, but believe in empowering their clients and make them ready to face what the future holds for them.


If you feel you need to create some kind of change in your organisation or have some issue but are unsure how to go about solving them, Organisational Development is the way. It will help you move forward smoothly with long term effects that are sure to benefit you, your customers and your employees.

"Features of Organisational Development" - By The Yellow Spot - - 3 Comments



  1. Greetings! Very helpful advice on this article! It is the little changes that make the biggest changes. Thanks a lot for sharing!

  2. Having read this I thought it was very informative. I appreciate you taking the time and effort to put this article together. I once again find myself spending way to much time both reading and commenting. But so what, it was still worth it!

  3. Pingback: Top 5 reasons corporate training programs are an investment and not an expense - The Yellow Spot

Add your own comment