Organizational development is a process that aims at improving the capacity of an organization to attain its objectives. This process involves the optimization of companies’ internal capabilities and processes, as well as their aptitude to withstand and adapt to changing external factors.


Stakeholders’ participation is essential to a project’s effectiveness and sustainability. Nobody knows the realities of an organization as well as its employees. They are therefore those who are best able to find practical and long-lasting solutions to difficulties faced by their organization, which is why we involve both top management and staff in the process finding solutions to the difficulties faced. This also contributes to making them feel accountable for the attainment of the expected results. Our role during the process is therefore essentially that of a facilitator.

1. Diagnosis

This is the most important step of the process. It has to do with:

  • Taking stock of the organization’s current situation
  • Identifying problems and areas of dysfunction
  • Identifying possible causes

Depending on the requirements of the mission, the diagnosis can be enhanced by a survey on the employees.

2. Formulation of recommendations & prioritization of actions

At the end of the diagnosis, options and recommendations aimed at solving the problems identified are identified with the client.

In most cases, 20% of the causes produce 80% of the effects (the Pareto Principle)

What needs to be done, therefore, is to prioritize the recommendations that would have the greatest impact.

3. Design of an action plan aligned with the organization’s strategy

The chosen actions will be consolidated in an action plan which will serve as a roadmap for the mission. It will be necessary to ensure that it is compatible with the organization’s strategy, and also, to assign people who will be responsible for the implementation of said recommendations.

4. Implementation, adjustments and consolidation of best practices

Implementation of planned actions will have to be tracked throughout the process to ensure that all the necessary aspects are taken into consideration.

Errors identified will be corrected on an on-going basis.

The actions and procedures that will have been shown to be effective will be adopted as part of the company’s best practices.

5. Evaluation

Evaluations are carried out :
  • At the end of the mission, with the goal of making sure that all the planned actions have been carried out.
  • A few months after the end of the mission, so as to evaluate the level of improvement experienced by the organization as a result of the intervention.

How we work with you

Organizing and managing a small team can be done more or less formally. With growth, however, comes the need for more agility and efficiency. Apart from financial factors, the performance and sustainability of an organization often depends on 3 factors:

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To get there, we:
  • Help the leader clarify her vision.
  • Assist in the formalization of the organization’s identity.
  • Identify and develop the critical elements of the organization’s strategy and the key performance indicators.
To get there, we:
  • Encourage reflection and internalization of the vision and of the objectives.
  • Help managers improve their personal effectiveness, their performance, as well as their team management capabilities.
To get there, we:
  • Put in place an effective and coherent human resource management system and procedures that are in line with the organization’s values.
  • Ensure the compliance of internal policies with prevailing laws.

This process of institutionalization and standardization is a prerequisite for improved performance and sustainability in organizations.

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