What is organisational development?
Organisations are living organisms made up of individuals with shared objectives. Organisations are both internally (at the level of the organisation) and externally – situated in a specific social context. Evolutions in the social context and changes within the organisation result in new challenges. Organisational development assists organisations in formulating answers to fundamental questions such as: Where do we originate? What are we doing now? What role do we play in society? What do we want to be as an organisation?

Why do organisations request the services of South Research?
Many organisations face resistance when striving for change. External guidance and accompaniment can help internal stakeholders to overcome their fear of change, renewal and the unknown. Organisations in the social profit sector face an increasing pressure to become more professional and to improve the quality of their performance, services and products. South Research develops and improves quality management systems that preserve the specific nature and identity of organisations in the social profit sector.

What does South Research have to offer?
South Research guides change processes that leads to strategic choices. Strategic choice defines what the specific nature of the organisation is, where it wants to go, what approach it will use to get there and what results (services or products) it will deliver. Our approach values and optimises the knowledge and skills of the personnel and stimulates dialogue and consultation. In this way we can promote the involvement and motivation of all those affected by the changes. Diversity in an organisation is a challenge and a source of energy and inspiration.

There is a specific answer to every question in connection with organisational development. South Research therefore offers a wide range of interventions. These vary in intensity, depth and duration, depending on the complexity of the demand, the willingness to make investments and the client’s capacity. Clarifying the demand is often the first important step in the process. Organisational development does not involve predictable, obvious interventions but are more often creative, interactive processes that require the necessary degree of adjustment. Participatory workshops, interviews, focus group discussions, written surveys of the target group, coaching etc. are all tools that are often used.

Conditions for success
The conditions in which organisational changes can take place, must be present or must be created. Trust between the client and the party providing guidance is a principal requirement. Organisations need to create sufficient time and a degree of calm for change processes to be successful. Individuals within the organisation must be open to change, be prepared to question themselves, be willing to learn and support the process of change. There must be a willingness to change at every level in the organisation. A piloting group composed of different types of staff - strategic thinkers, employees who can get others excited, innovators, practical doers etc. - will usually promote the change efforts and define the way ahead.