Organisation Development Programme

Sample Answer

Project Initiation Document (PID)

Organisation Development Programme – 12 Month Plan

Project Purpose and Summary

This Organisation Development (OD) project aims to support and manage a planned change programme in XYZ Organisation following a period of internal restructuring and market disruption. The objective is to strengthen organisational culture, enhance employee engagement, and improve operational effectiveness over a 12-month period.

Project Approach

The OD programme will address changes in leadership structures, communication channels, and performance systems. It aims to create a more agile and collaborative working environment. The key elements of change include employee empowerment, improved communication, and fostering a growth mindset. The OD activity will be aligned with Kotter’s 8-Step Change Model and Lewin’s Change Management Theory to ensure clarity and engagement. OD will be used as a planned intervention to embed long-term behavioural and cultural change.

Justified Change Approach and Tools 

The chosen approach is Kotter’s 8-Step Change Model due to its structured, human-focused nature. It provides a clear roadmap for change and aligns well with OD goals of culture and behaviour transformation. The following tools will be applied:

1. Lewin’s Force Field Analysis – This tool will be used to assess internal and external forces driving or restraining change. It helps understand resistance and build support strategies.

2. Stakeholder Mapping – Essential for identifying key individuals and groups, analysing their influence, and planning targeted communication and involvement strategies.

3. Appreciative Inquiry (AI) – This positive change tool will involve employees in envisioning the desired future and co-creating solutions. It promotes ownership and motivation.

These tools are appropriate because they focus on understanding people, anticipating resistance, and encouraging collaboration, which is crucial for long-term OD success.

Stakeholders and Their Roles 

Key stakeholders include:

• Senior Leadership Team (SLT): Provide strategic direction and authorise resources.

• HR Department: Lead on OD implementation, manage communications, and facilitate training.

• Line Managers: Translate strategic goals into team-level actions and maintain employee engagement.

• Employees: Key participants in the change process; provide feedback and adopt new behaviours.

• Trade Union Representatives: Support employee interests and ensure fair implementation.

Each stakeholder plays a distinct role: SLT drives the vision, HR facilitates change activities, managers ensure day-to-day execution, and employees engage with the interventions. Clear communication and feedback loops will be maintained among all groups.

Project Design (Phases, Tasks, Deliverables) 

The OD programme will be delivered in five phases:

1. Discovery Phase (Month 1–2): Baseline assessment using staff surveys and focus groups.

2. Planning Phase (Month 3): Set goals, develop interventions, and allocate resources.

3. Engagement Phase (Month 4–7): Roll out interventions (e.g., team workshops, coaching).

4. Embedding Phase (Month 8–11): Monitor progress, reinforce new behaviours, and offer ongoing support.

5. Evaluation Phase (Month 12): Review success against objectives and capture learning.

Key deliverables include: engagement strategies, leadership training sessions, behaviour frameworks, and updated performance management systems.

Stakeholder Competencies

Stakeholders will require the following competencies:

• Senior Leaders: Strategic thinking, change advocacy, decision-making.

• HR Professionals: Communication, facilitation, coaching, and evaluation skills.

• Line Managers: Empathy, conflict resolution, and feedback delivery.

• Employees: Adaptability, collaboration, and openness to learning.

Training and guidance will be provided where needed to build confidence and capability throughout the programme.