NAOS provides organisational change management assistance, develops internal coaching skills for managers and helps implement cultural change. Like all consultants we bring our own methodologies to this work.
Organisational development (OD) is an effort to increase an organisation’s effectiveness and viability and can involve the whole organisation. It may come about as a response to external change (technologies, markets and challenges such as a reduction in funding). In most cases OD is likely to involve a strategy intended to support the change of beliefs, attitudes, values, and structure of an organisation. It is hoped that the organisation can then creatively and pro-actively develop and evolve together with the external environment. Possible interventions in the organisation’s “processes” are based upon behavioural science, organisational reflection, system improvement, planning and self-analysis.
Organisations hire the services of management consultants for a number of reasons such as: gaining an external or objective opinion or advice and access to the consultants’ specialised expertise. Some organisational change processes are wide ranging and may take several years to implement.
Because of their exposure to and relationships with numerous organisations, consulting firms are also said to be aware of what constitutes “best practice”, although the transferability of such practices from one organisation to another may be problematic depending on the situation under consideration.