Organizational Development

The effectiveness and sustainability of a nonprofit organization is based on several factors, including: 1) Resource availability; 2) Leadership performance; 3) Organizational structure; 4) Staff capability; and, 5) Mission relevance. Developing organizational excellence, in this context, focuses on leadership, structure and staff capability.

In working with nonprofit organizations that are struggling with performance issues, we have developed a number of tools and approaches that have resulted in those organizations achieving meaningfully improved performance and increased staff satisfaction and commitment.

In approaching an organizational development engagement, we initially focus on refining our approach and project plan through meetings and interviews with management, staff and, if appropriate, members of the Board of Directors.  These initial contacts ensure that all parties are in agreement regarding the project objectives, deliverables, timing and budgets.  Once this project refinement is complete, we launch the project concentrating on three distinct phases. Following are summaries of the work provided in each of these phases:

Organizational Scan. We typically use individual interviews to best capture important opinions and information from critically important stakeholders.  Questions are prepared in advance and the same questions used with each interview subject.  We have conducted hundreds of one-on-one and telephone interviews to solicit best thoughts and candid opinions regarding change, organizational direction and stakeholder opinions.  An important tangential goal of this process is to engage high-priority participants and gain their commitment to the outcome, validating the key fact that their views are important and have been heard and incorporated into the organizational assessment and restructuring plan. Using our experience in this process, we analyze and summarize interview responses and present findings as an element of the report produced in the next phase.

Organizational Effectiveness and Assessment. Based on the Organizational Scan, research and analysis of existing documentation, and a review of current service delivery, we identify improvement scenarios and organizational “Best Practices.” Conclusions and recommendations specify changes needed to move the organization toward a best practices model. A detailed report summarizes the document review and interview findings and outlines options for consideration.  It also includes preliminary job descriptions and requirements for the future leadership positions in a restructured organization.

Organizational Structuring Plan. Utilizing the Organizational Assessment Report as a critical foundation, we develop a restructuring plan, with potential options, for Management or the Board of Directors to review and consider.  Following the delivery and presentation of the plan, we finalize and document the plan, together with implementation actions and timetables.  Final review, approval and rollout planning should be completed in one or two cycles of discussion and redrafting to produce the final product. 

In some client engagements, we provide an interim service aimed at staff and leadership improvement, not entailing a comprehensive organizational development plan and approach.  In those circumstances we have taken an interim, part-time assignment to work in tandem with the organization’s Executive Director or CEO in a coaching or advisory role aimed at enhancing performance and leadership excellence.