|  | | | | | | The first step in the OD process is to gain a thorough understanding of how the organisation functions right now. Who are the stakeholders? Where does influence lie? How do things get done? What structures exist and how does information and decision-making happen?
Organisational diagnostics takes a through look at this area, using tools such as interviews, 360, and process mapping to really understand where the blocks are and where things are not optimised. Equally important, the process serves to engage an otherwise potentially wary audience about change, making them part of the solution, not part of the problem.
Proper diagnostics are the foundation of the OD process. | | |
|
|
|
