Organisation Development

Diagnostic Phase

The first stage of any organisation development process is the diagnostic phase. This would typically include assessing:

  • The Business direction and likely change and challenges facing the organisation in the next 12 months – 2 years;
  • Expectations of an organisational development strategy and programme;
  • What is the leadership style of the organisation and how does this support or possibly on occasions hinder outcomes?
  • Whether or not there are potential barriers to successful development outcomes.

EMA would also assess organisation ‘state of readiness’ to commence an organisation development programme.

Development Centres

Fully assessing current development needs at an individual level is the first step in any development initiative, especially for executive development programmes.

EMA’s Assessment & Development Centres help clients:

  • Ensure alignment between development needs & organisational requirements;
  • Deliver objective assessment of individuals’ strengths and development needs;
  • Create comprehensive development plans with clear, measurable objectives;
  • Reward high-performers with tailored, fast-track development plans;

Once key competencies are identified, our consultants work together with the organisation to define the most appropriate development centre.

We provide both third generation or more traditional assessment-based centres. Our centres can include simulation exercises, psychometric tests, computer-based business simulations and, on third generation centres, in-centre feedback (from peers and / or facilitators) and learning seminars.

At the end of every centre, participants engage with our experienced coaches to explore, understand and integrate their strengths and development needs into a focussed and practical development plan.

360-Degree Feedback

From facilitating a culture change through evaluating individual performance for development to supporting executive coaching, 360-degree feedback has become an integral part of the talent development toolkit. In the quest to change the behaviour of individuals, teams or groups, few other approaches offer the flexibility and impact of 360-degree feedback.

EMA can provide:

  • Expertise on establishing organisational readiness for 360-degree feedback
  • 360 data collection systems;
  • Working with organisations to design communication and implementation processes;
  • Handling interpretation and facilitating feedback;
  • Action planning with individuals;
  • Tracking development and following up as necessary

Leadership programmes

EMA leadership programmes enable:

  • To enable managers and staff to understand what defines effective leadership and how to develop it, and to design and implement a leadership training and development programme;
  • To enable managers to understand and demonstrate best practice.

We also provide mentoring and support to managers to assist their development of specific competencies

Board effectiveness

Our Board effectiveness programmes include:

  • Design and implement a Board and member effectiveness process;
  • Provide training, personal development and a mentoring support for Board members as necessary;
  • Ensure that the Board and its members operate within the appropriate Code of Governance;
  • Facilitation of away days and promotion of teamwork; and,
  • Introduction of key interpersonal skills for handling diversity and potential conflicts.

Coaching and mentoring

EMA provides a range of coaching and mentoring packages, which can be particularly helpful where businesses have to deal with extensive change. This can involve coaching or mentoring for: 

  • Career management;
  • Coaching for interview success;
  • New appointments
  • Improved performance;
  • Succession planning;
  • Mergers and acquisitions;
  • Restructures;
  • Redundancy.

Our consultants are experienced Myers Briggs (MBTI), FIRO B, 16PF and other practitioners.