The goal of Organizational Development is to increase a team or organization’s ability and capacity to motivate, inspire and improve performance and ultimately overall organizational effectiveness and health.
In partnership with Rice leadership, teams, divisions, schools and departments (and based on available resources and university needs) the Office of Organizational and Professional Development will employ a continuum of strategies, services and interventions to increase organizational effectiveness, such as:
Team Development can be facilitated with different types of teams and may concentrate on a range of themes including exploring potential, leveraging strengths, clarifying roles and expectations, identifying a shared vision and goals, building strong relationships and implementing effective communication and processes.
In most cases an assessment (e.g. MBTI, 360, etc.) will be used to design a customized approach and development experience. Team members will learn how each member contributes value to the team and how to enhance team effectiveness, such as in areas like communication, collaboration and accountability.
Examples of Team Development experiences include but are not limited to:
- The Five Behaviors of a Cohesive Team (based on Lencioni's Five Dysfuntions of a Team; includes team & DiSC assessments)
- Developing a High Performing Team (using MBTI Team Assessment tool & customized development series)
Organizational and Professional Development will work with individuals and groups to assess current versus desired leadership skills and ability in order to increase organizational leadership capacity and support those employees who desire to cultivate meaningful Careers At Rice. Examples of programs and services include but are not limited to:
- Leadership Assessment (Emotional Intelligence EQ-i, Emotional Intelligence EQ 360, DiSC, & Strengthfinders)
- Competency Development (training, coaching & on the job experiences)
- Rice Leaders
- New Leader Assimilation
Consulting and Coaching support can occur in many different ways, including but not limited to the following:
- Leadership and / or Career Coaching – working with individuals or groups to enhance leadership skills and behaviors and / or provide a space for career development conversations along with resources and tools for career development
- Group Coaching – facilitating small groups (e.g. competency-based) that promote peer learning and sharing strategies to work more effectively
- Change Management and Communication – collaborating with leadership to implement and manage organizational change by considering the perspective of the team or division and the employee. Using proven strategies and related tools, teams can work through adapting to change, managing resistance and ensuring optimal communication takes place during a change event.
- Retention Strategy – leading the process of identifying intentional interventions and practices (e.g. Stay Interviews) specifically to retain top performers at Rice
- Role Clarification & Optimization - partnering with leadership and teams to clarify roles (e.g. role conception, eepextations, and role reality) and develop a plan to optimize talent (e.g. individually & structurally) and identify related changes needed in processes, systems, etc.
- Outplacement Support – supporting divisions and schools in the unfortunate event of a reduction of staff
- Performance Improvement - partnering with supervisors / managers to clarify expectations, set goals, identify targeted performance interventions and provide feedback for improved and sustained performance
Rice leadership and teams can request support in the form of facilitation, such as meetings, retreats, etc. enabling teams to make progress toward desired outcomes by allowing us to facilitate the group with the goal of encouraging interaction and mutual understanding.
Examples of events or activities that may be conducive to facilitation support include:
- Focus Groups
- Design Sessions
- Meetings and Retreats
- Survey Adminstration
Resource Development can consist of numerous things, depending on the need or project. Resources can be in the form of templates and job aids or even people, such as convening groups to share best practices or meet some other mutual need.
Process Improvement involves working with leaders and teams to define and analyze potential inefficiencies in order to determine more effective ways to use Rice resources. It takes into account all relevant aspects of the procedure, system, work culture, technology, etc. in order to design strategies and implement change that improve team and organizational effectiveness.
Examples of such activities include:
- Job or Workforce Analysis
- Training or Learning Needs Analysis
- Employee Engagement
- New Employee On-Boarding
Knowing that each division, school, etc. is unique, the Office of Organizational and Professional Development can partner with groups to design customized strategies and solutions.
Examples may include:
- Talent Management Strategy (e.g. Engagement, On-Boarding, Succession Planning, etc.)
- Customer Service Strategy - using models such as Disney's Approach to Service Excellence or other approaches used in higher education, a Project Team will collaborate with our office to develop, implement, monitor and sustain a customer service strategy specific to their division, department, etc. and the services provided.
- Retreat Planning and Design - working with groups to identify goals and develop a planning team, timeline and tasks for the event. The goal is to create an agenda/experience that is collaborative, engaging and inclusive and consists of activities, discussion, post-event actions, etc. that will result in the greatest impact.
- Tailored Presentations – partnering to create presentations that meet a group's distinctive needs and are designed to achieve goals in a defined period of time