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Organizational Development

The evidence of complexity in organizational life abounds to anyone involved in the day-to-day quest to produce a product or service. Most have moved beyond the belief that any one person or group can control everything that occurs in an organization. J. Clint Anderson Company partners with leaders of organizations by providing organizational development resources designed to leverage the power of organizational complexity as a competitive edge.

Our organizational development process consists of three components.

Organizational Behavior

The performance of an organization develops through collective actions and interactions of individuals and work groups. The J. Clint Anderson Company works with executive leadership to develop an organization whose patterns of behavior result in high performance.

This is accomplished through clear, meaningful statements of:

• Mission:
  Influences behavior as it defines who you are, why you exist, and the difference you will make.
• Vision:
  Defines a future that is compelling, ensuring behavior at all levels of the organization pursue it.
• Core Values:
  Determines behavior as that which is non-negotiable and honored by everyone in your organization.

While many organizations have developed these statements, they are not influencing behavior. The J. Clint Anderson Company provides an organizational development strategy that makes mission, vision, and core values the foundation on which organizational behavior is built.

Organizational Culture

Organizational Culture is the most powerful force within an organization. It influences every action and interaction. A healthy, corporate culture provides the unseen context that results in engagement and performance. A toxic, corporate culture mires people in politics and hidden agendas, resulting in low performance and even lower morale.

The J. Clint Anderson Company works with your organization to intentionally create a healthy culture where people thrive and succeed:

• Organizational Systems Dynamic™ Research - There are times when an organization is stuck, all attempts to grow and perform have failed, and change processes have yielded no real change. J. Clint Anderson Company identifies the unexamined beliefs and assumptions that can only be seen through the eyes of a qualified researcher.
• Organizational Culture Change - The J. Clint Anderson Company collaborates with your executive leadership team to understand the nature of organizational culture and how it can be changed. The executive team completes an organizational culture assessment to identify the desired culture changes and develops a plan to ensure a positive transition in organizational culture.

Organizational Structure

The structural connections in an organization can either limit or enhance performance. An organizational chart can be drawn in many shapes, but it is how the groups in the organization actually connect that determines its true structure. Organizations that experience silos many times experience competition between teams within a division or department as well as individualism in work groups. The J. Clint Anderson Company evaluates how groups in the organization connect, and more importantly the quality of those connections.

• Organizational Development - The J. Clint Anderson Company approaches organizational structure from a systems perspective. Structure is evaluated and developed in collaboration with each client to ensure that the vertical and horizontal connections within the organization result in optimum performance.