To effectively adapt and thrive in today’s business world, organizations need to implement effective Organizational Development interventions aimed at improving performance at organizational, group and individual levels.

Organization development (OD) is a planned, organization-wide intervention targeted at increasing an organization’s effectiveness and/or efficiency so as to enable the organization capacity to achieve its strategic goals. O.D interventions therefore should be deployed to help organizations transform to cope with change, (beliefs, attitudes, relevance of values, structure and processes) and thus able to better absorb disruptions in the increasing world of competition including the thinning pool of talent which has made succession become difficult to achieve, allowing organizations to continually position themselves for corporate renewal and performance.

Some elements of organizational development includes; training, team building, creativity workshops, employee engagement initiatives, progressive HR policies, and performance rewards.

O.D interventions are sponsored by the management and supported and ‘owned’ by staff at the different levels of the organization. They are broader in scope, usually affecting the whole organization (socio-technical systems).

O.D professionals must have a solid understanding of the different interventions, so as to choose the most appropriate, or ‘mix and match’ them based on the expected results and a solid analysis of the organization and its environment.

Organizations that does not consciously engage in organizational development interventions cannot turnaround their profits and performance in a changing world.

Organizational development enhances Turnaround management which is a process dedicated to corporate renewal. It uses analysis and planning to save troubled companies and returns them to solvency, and to identify the reasons for failing performance in the market, and rectify them