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Implementing change within organisations is a complex, lengthy and challenging process that requires collaboration, open and honest dialogue and persistence to ensure success. With such multifaceted requirements, is it any wonder that so many organisational development efforts fail spectacularly?
Unrealistic Expectations – Organisational Development is not a product but an ongoing process of assessing the current organisational state and the subsequent creation of an improved organisational state hence organisational development is not a magic potion and is never fully accomplished within an organisation.
Unreadiness – Collaborative problem solving requires strong communication skills – if members of your organisation lack these interpersonal skills, then your organisation is not yet ready for organisational development.
Inadequate Support – Without top-level support and willingness to model behaviour your organisational development project or program is condemned to failure.
Ineffective Use of Consultants – Many organisations spend obscene amounts of money on external consultants and wonder why there is no measurable return on their investment. To effectively utilise consultant knowledge requires the integration of internal consultants – those who understand “the way things are done here” – and external consultants – those who are able to objectively challenge the status quo.
What factors have ensured that your past organisational development efforts have failed?
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