1. Organization Development (OD) is the process of improving organizations. The process is carefully planned and implemented to benefit the organization, its employees and its stakeholders.
The change process supports improvement of the organization or group as a whole. The client and consultant work together to gather data, define issues and determine a suitable course of action. The organization is assessed to create an understanding of the current situation and to identify opportunities for change that will meet business objectives.
OD differs from traditional consulting because client involvement is encouraged throughout the entire process. The ways in which people communicate and work together are addressed concurrently with technical or procedural issues that need resolution.

2. Organizational development services:
What
Why
When
How
Timeline
Organizational Diagnostic
The effective diagnosis of organizational culture, and structural and operational strengths and weaknesses are fundamental to any successful organizational development intervention.
Employee Engagement declines, increase in attrition, prior to a restructuring, plans to grow a business or divest, assess leadership and colleague capability, prior to a large-scale change or training initiative, cultural assessment.
Star Model, (Jay Galbraith)
Assists in defining the Organizational Strategy (Goals/Tasks), People, Reward Systems, Information and Decision Making, Organization Structure.
Approximately 3 – 6 weeks for assessment, analysis, report out, action plan, solution development and implementation, as appropriate.
Organizational Design
To create business hierarchies, staffing levels to operate efficiently. Organizational structures assign clear roles to departments and individuals to provide them with a sense of purpose and responsibility.
Newly forming organizations, New Operating Models required for new businesses, Reorganizations, etc.
Performance Development Methodology, (Analysis, Vision, Org. Design, People Assessment, Planning and Implementation).
1 to 6 months on average.

3. Organizational development services:
What
Why
When
How
Timeline
Organizational Planning
Confirms company priorities/road map, Workforce Plans & Affordability, Mitigates Talent Risk at leadership levels, provides employee engagement
Annual integrated process tied to Strategic, Business and Financial Planning.
Annual People Review
Business cycle
Organizational Effectiveness Consultation
To enhance profitability, customer satisfaction, manager effectiveness and colleague engagement.
Coaching senior leaders, facilitating discussions, connecting inter-company decisions, colleagues, communicating key messages, etc.
Boundary Spanning
SCARF Model
CRA
Conversation Star
PEST Scan
Culture Diamond
Blessing White X Model
SWOT
Career Coaching
Johari Window
Varies but typically shorter intervals.
Change Management
A structured approach to transitioning individuals, teams, and organizations from a current state to a desired state is required to achieve a specific business result .
Service Level Agreements in place for Enterprise Change Initiatives.
Change Acceleration Methodology
Depends on engagement

4. Organizational development services:
What
Why
When
How
Timeline
Change Management
A structured approach to transitioning individuals, teams, and organizations from a current state to a desired state is required to achieve a specific business result .
Service Level Agreements in place for Enterprise Change Initiatives.
Change Acceleration Methodology
Depends on engagement

5. Organizational development services:
What
Why
When
How
Who
Timeline
Executive Interview & Selection
Asks well crafted questions with predefined answers and learns who they are; their leadership character, leadership capabilities and their ability to lead in a specific culture.  
Makes sure role is clearly defined and is clear on the role the individual is supposed to perform, what outcomes they need to deliver, and what the likely roles they may be asked to undertake after showing success in the one for which they are being hired. Ensures Executive-level roles are always tied to strategy.
As required.
Values-based Interviewing & selection
All GBHR Team Members and key stakeholders
As required