Organizational Development Projects

Organizational Development (OD) projects require careful assessment, planning, and implementation and will usually take place over a period of three to six months or up to a year or more. They frequently involve activities at multiple levels. Initial steps include environmental assessments and data collection through interviews, focus groups, or surveys. HR works closely with managers to anallyze information and develop alternative recommendations before implementing any activities. There are several types of OD interventions that may be implemented at different levels. It all depends on individual goals.

Once the plan is implemented, we will work with you to track progress and assist with any corrections or changes. Frequently, OD interventions require change management efforts. Once completed, individuals are involved in evaluating whether stated goals are reached.

Sample Projects:

  • Team Building: The Team Effectiveness Profile is a brief assessment that helps diagnose areas where teams can refocus to improve how individual members and the group works together. It is a combination of individual work followed by a group meeting and discussion.
  • Retreats: HR has assisted many individuals and groups plan office or stem retreats to achieve specific objectives. This usually involves helping a planning group identify goals and objectives for the retreat; design and develop programs and activities; identify resources and presenters; evaluate the retreat; and follow up with any additional items.
  • Vision, Mission, Goals: Many groups have written vision, mission, and goal statements. When was the last time departments reviewed them or discussed them among other staff members? Are they still relevant given the changes that are taking plan in our environment or is it time to review them?
  • Change Management: Change is a constant in today's workplace. Change is also a process. Understanding that process and knowing the steps to plan and implement change can help leaders in many areas.
  • Group Problem Solving: Finding solutions to challenging problems is part of organizational life. There are techniques and approaches to problem solving that can help groups identify issues, collect information, analyze and solve problems, and develop action plans.
  • Establish Norms: Many workplace conflicts emerge due to different expectations and perceptions of the way "things should work." This is due in part to assumptions, changes in the group, and the passage of time. Clarifying group norms is an important step to establish clear guidelines and expectations for the workplace.
  • Conflict Management: Conflict is a natural aspect of human interaction. Not all conflict is bad. When conflict is resolved positively, it can lead to consensus, discovery, innovation, and creativity. OD services can help identify resources or develop an approach or plan to address and resolve conflict.
  • Reorganizations: As business needs change, departments may need to consider how to deploy resources to achieve strategic initiatives. HR provides assistance in helping managers identify and develop alternative strategies for staffing plans.
  • Employee Development Issues: HR has always provided assistance, support, and resources to managers and supervisors as they planned for staff development. As HRD evolves, there will be greater emphasis on developing exceptional talent to meet current and future needs. Managers and supervisors are increasingly charged with talent development driven by new skills and responsibilities (new employees, stretch or challenge, coaching, special assignments). It is important to make sure development is supported by appropriate training opportunities tailored to meet group and individual needs.
  • Individual Coaching: HR has worked with external job coaches to help individuals meet special challenges or achieve specific outcomes. Individuals may consult with HR about services available in this area.


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