The Proxymity service model extends to organizational development as well. Our expertise in helping clients achieve significant strategic, enduring property achievements has drawn interest from current and prospective clients to provide the same kind of help in leadership growth, succession, and related opportunities for an evolving organization. More detail on how this works is below:
 

DISCOVERY

The key to beginning an organizational development assignment is to:

1. Define the problem or opportunity.  
   
2. State the primary objective(s).
   
   

A problem could be, "We feel our current management experience and skill sets are not sufficient for growing our company over the next 5 to 7 years."  Or, "We are losing critical talent to competitors at a rate that is seriously disrupting our ability to grow and compete."

An objective then could be: "We will establish a list of core management competencies needed to create satisfactory financial and social ROI in our increasingly competitive field during the next 7 years."  Another objective could be "we will build a talent attraction and assessment process to attain and retain these competencies over the next decade." 

But, we don't then jump to solution-building. We review the entire organization, from strategic direction and planning to brand and competitive position, key business processes and industry trends. Just as in other Proxymity discovery services, we will get information and input from multiple sources, whether it's certain management teams, board members, outside constituents, or other stakeholders, to form a solid basis for analysis and creation. 

CREATION
As Discovery nears completion, now is the time we help clients assemble plans that will put Discovery findings into action.
This action plan describes tangible, research-based steps needed to address the objective. The action plan may be simple or complex. But, it should tie into satisfying objectives in a measurable way while being true to the organization's culture, values and brand promise. 

A strategic action item under Creation could be, "Based on the Discovery objective, we will established 5 senior level positions with our corporate management staff that will focus on business development, acquisitions, product development, strategic alliances and manufacturing innovation."
Another Creation strategic action could be: "We will significantly revise our long-term strategic plan ahead of the normal planning cycle to acknowledge and address emerging new business conditions and the new management resources we're supporting to excel within these conditions."

Creation is where Discovery and analysis are converted into strategies and action. 

 

EXECUTION
You've done the Discovery and have a detailed creation plan. Time to budget and schedule resources needed to put it all in motion. 
Proxymity can help. From resource planning and scheduling, to guidance on document drafts to systems and tools needed to organize and administer new strategies, communications and any follow up analysis. 

To discuss an organizational change initiative, contact: 
Eva Krieger - Eva@proxymity.com