Organisational Development (OD) is a whole system approach to change. OD is not about quick-fix solutions but takes a long-term holistic approach to improving organisational performance and effectiveness through building the capacity to work more innovatively and collaboratively in order to achieve the organisation’s strategic goals.
Through the public service reform agenda, councils and their partners need to jointly deliver improved outcomes and tackle inequalities. Therefore, development needs to take account of the increasing need for public services to work together, whether through place-based approaches, joint approaches to prevention, or the need to deliver integrated services.
Learning and development may be one strand of work taken to support change but OD is ultimately wider than simply employee development.
OD uses interventions to make system wide, permanent changes in the organisation. Some of the interventions currently being used in councils and CPPs are as follows:
Given the rapidly changing nature of public services organisational development increasingly needs to support transformational and cultural change.
With a greater emphasis on co-production and co-creation of services with individuals, families and communities, there is a need to focus more on community development and the ability of the organisation to engage effectively and encourage increased participation.
The IS provides: