Organizational development is a crucial process for increasing the efficiency, adaptability and competitiveness of your company. By specifically optimising structures, processes and behaviours, you can ensure that your company is successful in the long term. At Yoline, we help you develop and implement customized solutions to make your organizational development effective and sustainable. Contact us to learn more about how we can help you maximize your success through targeted organizational development.
Organizational development (OE) is a systematic and targeted process for improving the effectiveness and efficiency of a company. It includes adapting structures, processes and behaviours to meet the challenges of a dynamic business world.
Successful organizational development comprises several key elements:
There are various methods and approaches that can be used in organizational development. A selection:
Organizational development includes the adjustment and optimization of structures, processes and behaviours within a company. It includes change management, team development, process optimization, quality management and cultural development.
The goals of organizational development are to increase the efficiency, adaptability, employee satisfaction, innovative capacity and competitiveness of a company.
Change management focuses on managing and implementing specific changes within a company, while organizational development takes a broader, long-term approach to continuous improvement and adjustment of structures and processes.
Agile organizational development is an approach that focuses on flexibility and responsiveness. Based on the principles of agility, this approach promotes continuous improvements and adjustments through iterative processes and short feedback loops. Agile organizational development helps companies react quickly to change while promoting employee participation.
The organizational development triangle is a model that represents the three main aspects of organizational development: structures, processes and culture. These elements must be harmoniously coordinated to ensure successful organizational development. By taking these three areas into account at the same time, sustainable and holistic change in the company can be achieved.
In order to make organizational development successful, we recommend following best practices:
Actively involve employees in the change process to promote their acceptance and commitment.
Ensure transparent and regular communication about goals, measures, and progress.
View organizational development as an ongoing process and be prepared to make adjustments regularly.
Foster strong and supportive leadership that actively drives the change process.
Set clear measurement criteria and collect feedback regularly to assess progress and make improvements.
Siemens is a well-known and successful example of successful organizational development. The company has continuously optimized its structures and processes through targeted measures and has successfully adapted to the requirements of a constantly changing market:
Siemens has implemented targeted change management programs to promote acceptance of change and overcome resistance.
Cooperation and cohesion within the teams were strengthened through team development measures.
Siemens has continuously analyzed and optimized business processes to increase efficiency and quality.
The company has fostered a corporate culture that supports values such as innovation, collaboration, and customer focus
Source reference: SessionLab
We have set up and restructured companies ourselves. Even though we don't specifically address operational blindness in this article, there are several reasons why we suggest carrying out organizational development in collaboration with external partners such as Yoline. On the one hand, there is a new way of looking at the company that reveals new potential and synergies, you get to know time-saving tools that have already been evaluated and have proven themselves on the market. And it is not entirely unimportant that operational business and existing business activities should not be put “on hold” through organizational development. In a process, goals can be agreed and organizational development can be modularly and continuously optimized/implemented. Interactivity with your company and in particular with employees is relevant to us, we don't come to companies and rely on proven processes and issue a handbook. We analyse individually and decide together with the companies what could and could not work.
At Yoline, we know how important targeted and systematic organizational development is for a company's success. Our many years of experience and holistic approach make us the ideal partner:
