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ORGANIZATIONAL DEVELOPMENT
All projects begin with an assessment of the organization’s current state of functioning and development needs. The depth and scope of the assessment and intervention depend on the level of change requested and supported by management. In some cases, the initial phase of my work with an organization may focus on identifying and clarifying the levels and areas of change needed. The planning and implementation phases follow, concluded by a final evaluation of the development process.
In general, my philosophy on organizational development and change follows some basic principles:
- Creating a safe atmosphere for learning and change to take place in organizations is essential.
- Clear articulation of the organizational mission, values, tasks and processes guides the work of the group and individual team members.
- Building an effective and well-functioning group depends on several factors, including: the level of trust, style of communication, type of leadership, and understanding of each team member’s resources and limitations.
- People support what they help create. Therefore, active participation and a sense of ownership of the change process are important factors that facilitate people’s adaptation to change.
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Psychotherapy and consultation services for the San Francisco Bay Area
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