Organisational Development (OD) is not always well understood. Although many grasp what it is intuitively, it can be hard to articulate. In essence, it is an area of practice in which a range of tools and techniques are used to improve an organisation’s effectiveness.
Central to OD, is the application of a ‘whole system’ perspective. Even if we are only asked to look at one specific issue, we will consider the big picture. Although the OD team are leading on some key projects (for example, the creation of a Career Development Framework), we are more often in the role of coordinators or facilitators, working alongside leaders implementing improvements in their local areas. We may do this in a range of ways: by demonstrating OD tools, techniques, and resources, designing and facilitating workshops or advising on possible alternative approaches.
If you would like to find out more about using a whole systems approach you may enjoy this short film:
Examples of current OD projects and Initiatives
Members of the OD team are embedded within this programme – running from 2023 until 2026 – which aims to empower Professional Services staff by delivering a clear and transparent Career Development Framework. Introducing Job Families and a supporting Competency Framework will enable colleagues to plan their careers within the university and progress their professional development. The framework will underpin the end-to-end employee journey from recruitment and onboarding through career development conversations to when they decide to leave us. Clear role profiles will enable greater consistency and fairness across the University.
The Career Development Framework project intersects with other projects including the HR Transformation programme and Reimagining Professional Services and we are working closely with these teams.
The 2019 Staff Survey highlighted a need to improve networking and collaborative working across the university. Communities of Practice (CoPs) bring groups of people together to create support networks, learn and grow their skills, share knowledge, innovate, and collaborate. It is hoped that CoPs will play a vital role in improving efficiency and building best practice across the university. The OD team are currently supporting the development and launch of several new CoPs, including the Leadership & Management CoP, an EAs and PAs CoP and an EDI CoP. You can read more about CoPs here.
Mentoring helps you to progress in your career, build networks and develop your skills and knowledge. Institutionally, mentoring encourages the sharing of practice, breaks down silos and supports diversity. The Self Match Mentoring scheme has been set up to enable professional services colleagues to find mentors, using the Look Up system. Mentoring relationships often work best if you find the person yourself without an intermediary because it is a very personal thing. Participants are supported in their mentoring partnerships through the scheme’s face-to-face sessions and Teams channel, and guidance and resources provided by Personal and Professional Development.
Many Heads of Institution (HoIs) face similar issues of varying complexity, yet rarely have the opportunity to meet with contemporaries from across the university, to share common concerns or learn from the experiences of their peers. To support greater collaboration between HoIs, a new initiative was launched in 2023-24: a series of informal social events for small groups, or ‘Circles’, meeting twice per term in a central college location. Facilitated by the OD team, the purpose of these events is to provide an environment supportive of networking, as well as the exploration of some of the more challenging aspects of the HoI role.
Initial feedback indicates that the opportunity to meet in person has already helped build a stronger community of leaders in the university, through the sharing of experiences, insights, and best practice. Over time, it is hoped that HoI Circles will continue to provide an opportunity for participants to offer each other mutual support, forge closer working relationships between Institutions, and provide a robust support network for those new to the HoI role.
Embedding shared values can help an organisation achieve its core mission by giving those that work there a common purpose. The promotion and embedding of our institutional values and our Professional Services Values is an important area of work for the OD team. We regularly run ‘What do you value in life?’ workshops and support managers to do values work with their teams. We also chaired the popular ‘Living our values’ panel discussions in collaboration with the Leaders & Managers network. We are always keen to share practice in this area.