OAD LLC - Organization Analysis and Design

Consulting Support and Services

Subsequent to the OAD Seminar consultancy support is provided to all seminar participants and client companies to help implement the information learned and ensure the proper usage of the OAD Survey.

Additionally, consultancy support can be provided on a retainer and/or billable basis. Among our consultants there is extensive expertise in –

Organization development and design/structure
Succession planning/Career pathing
Coaching
Sales management
Human resource management
Intervention and facilitation

Contact your OAD consultant or Michael Gray, Managing Partner, at mgray@oadllc.com or 781-878-6387.

...Organization Behavior
OAD measures work temperaments and behaviors both individually and collectively. In addition to discovering individual work styles, motivating needs, and aptitudes the Survey maps the overall personality – the corporate culture and subcultures – of an organization. This information provides executives with a diagram of present realities and a road map to identify needed proficiencies, manage change, dismantle bottlenecks, and create clear and executable actions.

Our seminars and programs determine how temperaments and behaviors affect organization structure - power relationships, team relationships, task execution, and reward systems. In the largest scenario OAD helps to identify cultures and temperaments that can execute the organization’s tactical and strategic plans.

Marginal performance, turnover, and the costs of hiring and training are estimated by the U.S. Department of Labor to be between 40 and 70% of the individual’s gross pay and benefits. Consider that a poor sales representative not only can’t close, but also “poisons” a territory for a successor. A poor executive not only creates turnover (often the best people leave first), but also creates confusion and disharmony, and can bottleneck or derail a business/strategic plan that cost years and millions to develop.

...Leadership
Anyone who supervises the work of others is a leader. While spans of control differ and the nature of tasks range from the very concrete to the abstract, leadership styles create cultures, attitudes, and behaviors that either promote success or create obstacles. Our seminars identify the various leadership styles of your people - when and where they are effective - how to identify and develop potential leaders - how to introduce and manage change with various personalities and areas of the organization - where and why empowerment does and does not work.

...Organization Development
Personalities affect the design and structure of organizations. It is not uncommon for an organization to have structures that actually inhibit or defeat stated plans, strategies, and productivity. Goal ambiguity and working at cross-purposes are the largest drains on efficiency, productivity, and progress.

How often do you feel progress is one step forward and two steps back? Do you understand what stage of development your organization is in? Where you want the various components of the organization to go? How do they need to be staffed, structured, managed, and compensated? Does the organization require clarity and structure or an injection of a venturesome/risk orientation? Can you identify and map your organization’s dynamics … identify the bottlenecks and the productivity/profit points … identify where change may be necessary or continuity supported … develop human capital models to initiate, perpetuate, or maintain?