Organizational Development

Organization Development is the organization-wide effort to increase the organization’s effectiveness and viability.  It is a change process that is designed to bring about a targeted end result.  This result could be: a change in program focus, a shift in resources, a re-development of agency leadership.  This change is often in response to a shift in the economy, an assessment of organizational effectiveness, or a change in the particular field of practice.

Organization Development is an ongoing, systematic process of implementing effective organizational change.  The purpose of Organization Development is to improve the organization’s capacity to handle internal and external functions and relationships.  This would include such things as improved processes, more effective communication, stronger board and senior staff leadership skills, and a strong, focused strategic plan.

Community Solutions uses a multi-pronged approach to Organization Development that includes:

  • Clarifying the organization’s mission, purpose, and goals
  • Determining the fit between the current structure of the organization and its mission, purpose, and goals
  • Identifying formal and informal relationships between staff or departments that perform the work and the work that needs to be done
  • Identifying assets and gaps in the existing program as related to the targeted results
  • Developing strategies to address the gaps and leverage the assets so the organization’s mission can be fulfilled
  • Strengthening leadership at both the staff and board level to support the work
  • Ongoing coaching of staff and leadership as change is implemented

Community Solutions views Organization Development as a long-term relationship that results in long-term improvement within the organization.

MBTI

Have you ever felt that personality differences are hindering your team or organization’s progress? Community Solutions can improve the effectiveness of various groups with the help of the Myers Briggs Type Indicator (MBTI). Our staff are certified to administer the MBTI and have used it to increase collaborative potential in various settings with groups ranging in size from 5 to 35 members, both as a standalone tool and as a part of a larger strategic process. The MBTI can help teams:

  • Become more efficient and effective
  • Identify strengths and challenges
  • Enhance communication and leadership skills
  • Understand personality differences and resolve conflict quickly

The MBTI is a personality inventory tool based on Carl Jung’s theory of psychological types, which asserts that variation in individual behaviors is typically consistent, and a result of differences in how individuals use perception and judgement. The MBTI identifies 16 personality types based on the interaction between the following core areas:

  • Extraversion or Introversion (E or I): How you get energy
  • Sensing or Intuition (S or N): How you take in and interpret information
  • Thinking or Feeling (T or F): How you make decisions
  • Judging or Perceiving (J or P): How you deal with the outside world

At the end of an MBTI session, participants will know their individual and team members’ MBTIs and understand how those types influence the ways they interact and function as a group.

“Psychological type is a theory of personality developed by Swiss psychiatrist Carl G. Jung to explain the normal differences between healthy people. Based on his observations, Jung concluded that differences in behavior result from individuals’ inborn tendencies to use their minds in different ways. As people act on these tendencies, they develop predictable patterns of behavior.”

Isabel Briggs Myers, Introduction to Type

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