Oganisational development priorities for institutions in growth

(Part 24 of a 24-part weekly series)

THIS is the 24th article. It marks the end of a series in which we were able to explore a number of important aspects in the broad field of organisational development.

We have made a lot of new friends, and hope we can continue to support strategic actions across your organisation, and capacitating your people in planning for success, solving problems, leading effectively, mobilising appropriate resources, and attaining strategic goals.

As we celebrate our 10th anniversary, Genesis Global Finance remains committed to facilitating successful outcomes for our nonprofit clients in the public and NGO sectors, as well as our business sector clients.

We recap, here, what we believe are some of the highest Organisational Development imperatives, and repeat our pledge of support as consultants to walk the journey with you. ◆ Strategic Planning — The development of sound strategy is probably the first and most important task for the institutional leadership (board and management). It is an essential part of good corporate governance. We are always excited at the prospects of providing leaders and their teams with tools that help them to define their vision, purpose, values, goals and decide how they will go about achieving those goals in a manner that addresses stakeholder needs, and delivers sustainable outcomes. We will walk with you during the implementation and evaluation process to minimize the risk of strategic failure. ◆ Strategic Human Resources Management (SHRM) — Genesis Global Finance has, over the years, supported clients in developing comprehensive managerial competencies related to building and maintaining a qualified workforce. The ideal workforce contributes to organistional effectiveness, as defined by the organisation’s strategic plans. SHRM occurs when the HR Manager adopts a strategic approach to their job and recognizes the critical links between organizational and HR strategies. We will support you in the process of determining job requirements; recruiting talent; training and building employee capacity to meet future organizational needs; and determining appropriate reward systems that retain top performers. ◆ Leadership and Management Skills Development — Unless a great strategic plan is driven by a competent team of leaders and managers, it may still fail to deliver desired results. We urge our clients to invest relentlessly in the development of people. Well-equipped, well-trained leaders and managers (current and future), are the surest source of extreme competitive advantage in the long term. We stand ready to support your teams with training needs assessments, skills audits and bespoke management development programs designed to build pre-defined strengths and capacities in leaders and managers. ◆ Workshop facilitation — One of the most effective ways to engage with stakeholders is to consult them through focus groups and guided workshops. Strategic planning, program evaluations, reviews and impact assessments, are classic “workshopping” events. We will plan and facilitate these essential meetings for optimum effectiveness. We have the “helping a leader or group develop a plan and process for strategic meetings” program with clear objectives and productive outcomes. ◆ Organisational Culture — We believe strongly that “culture determines performance”. Deeply seated norms, values and behaviours that members share must be shaped to align with organisational goals and stakeholder expectations. Unless the team is cultured to respect time, or to deliver on promises, or to value individual contribution to collective performance, it is more than likely that such an organisation will foment “bad culture”. Call us in to conduct a culture audit and recommend a culture transformation plan. ◆ Performance and Talent Management – Ever so often, your organisation will need to assess the workforce and establish that the right people are in the right roles with the right set of skills at the right time. A system must be put in place to compare results with performance, and control such performance with coaching and timely guidance. Reward systems are an important talent management tool.

This article was compiled by Felix Kumirai, a transformational strategist and resource mobilisation consultant at GENESIS GLOBAL FINANCE. The contents herein are for information purposes only, and GGF does not accept responsibility for any loss arising from the use of materials or opinions contained in this article. Call us on: +2638644131515 or +263777352828; Like us facebook: genesisglobalfinance/ privatelimited Follow us on Twitter: @ ggfafrica LinkedIn: /in/genesis-global-finance-166908a3/