Organization Development is the application of knowledge and skills to develop the organization such that gaps are overcome by preferred practices to enable the organization in achieving its desired goals.

Why not buy it? Every organization has its own goals set up and own objectives to achieve, therefore there is no off-the-shelf product that would give a quick fix solution.

Why not do it? Due to impeding operational work, heavy demands of on-going project and workplace politics – it is seldom that we see in-house OD being effective.

Why outsource it? When we talk about OD the first thing that comes to the mind is that you need to developsomething, when we talk of development we know we must need to bring in a change to accept the development. ‘Change Management’ is a key ingredient of OD which is most advisable to be facilitated by a third party typically not involved in workplace politics, have no pressures from the workplace that displaces priorities and ending the task and moving ahead is their priority. These are some of the key reasons why OD is most often conducted by a consultant.

Role of OD Consultant is that of a facilitator and analyzer, to document the existing good, bad and the ugly processes, prioritize the intervention areas, identify the methodology, plan for change, conduct change and at the end facilitate knowledge transfer that will enable the organization to grow.

BE’s approach is simple and effective that have been implemented for organizations bringing them to higher levels of organization maturity. BE is proud to adopt PMI standards in all its services, for assessing organization maturity it uses the [1]OPM3™  (Organization Project Management Maturity Model). BE’s approach is also shown graphically below: