The OD Guide Process
Take the Organization Development Assessment
Review your Scorecard to Find Strengths and Weaknesses
Review your Scorecard to Find Strengths and Weaknesses
The ITN Organization Development Guide is a self-assessment that provides insights into your organization's strengths and weaknesses
Review your Scorecard to Find Strengths and Weaknesses
Review your Scorecard to Find Strengths and Weaknesses
Review your Scorecard to Find Strengths and Weaknesses
Use the extensive insights provided in the OD report to review your current plans and development needs
Use Recommended Actions to Implement Changes
Review your Scorecard to Find Strengths and Weaknesses
Use Recommended Actions to Implement Changes
The OD Guide provides a compendium of recommendations that you can use to update and enhance your unique organization Development Roadmap
OD Assessment & Development Guide with Scorecard
There are many aspects of developing and managing an organization. The ITN Organization Development Guide is a self-evaluation designed to highlight the strengths and weaknesses of current practices related to Hiring, Training, Management Development, Culture, Values, and Accountability.
Understanding Organization Development
Diagnosis
Organization Development is a complex process. The first question to answer is; Where is improvement needed? Depending on the organization, this can be focused on one department or an entire organizational entity. Diagnosis requires data. This is where the ITN OD self-assessment can help.
Strategy Creation
Once data has been collected, the analysis and method require an objective scientific approach. Organizational development allows the data to tell its own story. Use the ITN data analysis and recommended action plans to enhance your strategy for Organization Development.
Change Management
The only thing that stays constant in a business is change. Organizations must change as often as technology, consumer tastes, and cultural needs demand. The implementation of an OD strategy requires the alignment of the workforce, stakeholders, and internal procedures. Above all, change management requires the communication of goals and values.
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