About Organizational Development
Concordia specializes in organizational and management development.
Through the spirit and methods of people-centered organizational development we help our clients make their organization a more efficient, more affluent and more human place to work and be.
Our main profile is to contribute to the formulation of vision and strategy for market-leading companies in Hungary, to manage their organization development and culture change processes, and thereby to assist them in managing change and realising successful transitions. Over the last years we have been consultants to various companies, ranging in size from a few hundred employees to tens of thousands (e.g. Alcoa Köfém, Budapest Bank, Ford-Visteon, GE Lighting - Tungsram, Magyar Telekom Group, MakTel, MOL, Nokia, Rába Automotive Group, Sara Lee Coffee and Tea, Zwack Unicum etc.) in processes of organization development, management development and culture change.
When is it Time for Organization Development?
Organization development can be beneficiary even when the organization is functioning in a healthy way, ie. it is continuously developing, changing, adapting, reacting to minor environmental changes, nevertheless they consider further development important. OD can also be useful when the organization launches fundamental, radical and complex changes (fundamental aims, modus operandi, basic values, physical and/or intellectual know-how, critical masses, ownership structures), ones that require a new paradigm, or if they wish to manage such changes. A comprehensive OD-process may then be based, among others, on events like
- establishing a new organization,
- the size-wise expansion of the organization,
- merger and acquisition,
- aligning corporate culture with corporate strategies, etc.
What we do in the fields of Organizational and Management Development
- We diagnose and analyze the current operation of the organization.
- We provide feedback to the top management from this diagnosis
- We support the top management in creating an attractive, positive vision after drawing the conclusion from the diagnosis.
- There is a corporate-level formulation of a future vision and strategy; action plans are prepared for the breakdown of the strategy onto the various levels of the organization.
- We support the management in coordinating the processes of change that have an outcome over the entire organization.
- We take conscious steps to create an efficient organizational culture; in case of mergers we facilitate processes which help align and harmonize different cultures.
- Using team coaching we assist the implementation of formulated changes and thereby help avoid the “fading away” of such resolutions.
- We provide personal consultation to managers (executive coaching) to enable them to work efficiently during the change processes.
- One year after the first large group program we hold a workshop for evaluating and analyzing changes.
It may already have become clear for you that we use a wide array of tools and program types, workshops, trainings as well as coaching, embedded into the organization development process. In an OD process trainings, workshops and executive coaching all form a uniform structure and they build upon each other to bring about real change.
Relationship between OD and Human Resources Management
Corporate change processes are successful if they are supported by HR systems or processes which are either in place or to be implemented. Therefore our work as consultants does not end with classical OD processes, with carrying out single “interventions”, but rather – in line with client needs – continues with our support on creating or modifying HR systems.
As part of our supportive actions we can assist our clients in processes like:
- creation of a competency system;
- assessing competencies;
- creating trainings;
- managing trainings.