Organizational Development
The roots of modern-day organizational development can be traced back to the early 1940s and the work of social scientist Kurt Lewin. Since that time OD has evolved as organizations have evolved.
Our organizational development work is focused on making organization better. This involves changing both people and organizations for positive growth. Our efforts are generally focused in two main areas:
Organizational Effectiveness, which can be defined as enhancing the overall productivity and efficiency of an organization in achieving its stated goals.
Organizational Health, which can be thought of as ensuring that the organization is a rewarding, satisfying and engaging placed to work and participate.
The backdrop and purpose of both of these efforts is long-term, sustainable change.
In practice, Organizational Development takes on many forms. Foxwood advisors are typically engaged to address the following Organizational Development activities:
- Leadership Development
- Culture Transformation
- Change Management
- Team Development
- Organizational Learning
- Coaching
- Talent & Performance Management
Leadership Development
Leaders today are wrestling with complex choices, diverse customers and employees, and unprecedented uncertainty in the economic environment. Markets are emerging and evaporating, cost and performance pressures are growing, regulatory requirements are changing, and trust in institutions is declining. Tackling these and other growing demands requires organizations to develop leaders at every level.
At Foxwood Associates we define leadership as:
“Influencing people by providing purpose, direction, and motivation; while operating to accomplish the mission and improve the organization.”
Our competency model based approach to Leadership Development incorporates clusters of knowledge, skills, abilities and other characteristics that underlie effective individual behavior. The individual competencies included in the Foxwood Associates Competency Model describe in organizationally relevant terms what effective leaders do to influence both individual and organizational success. Behavior drives action. Action drives results.
Thirty-one individual competencies are grouped into the following “clusters”:
- Leading Self
- Leading Others
- Leading Operational Performance
- Leading the Strategic Organization
- Effective Communication
Leadership Bedrock® represents the cornerstones of the Foxwood Associates Leadership Development activities.
