Organizational Development

Untried and untested axioms such as “We’ve always done it this way”, and “We tried that once and it didn’t work” will become even more irrelevant in the future. The country, region and the state will see some of the most dramatic changes in terms of demographics, lifestyles and the economy that have ever been experienced.

Population data shows an aging population with lifestyle changes that will make about 86% of households childless. People will continue to expect perfection without having to pay an exorbitant price for being perfect. The other element of the equation, people’s perceptions will make or break companies more quickly than ever before. A critical element in how CA addresses these wholesale changes will be its workforce. One of the most critical elements in determining whether CA stays a credible organization will be its ability to meet expectations within acceptable budget parameters. As such, CA team members will not have the luxury of being experts in one particular field.


The video in this post provides a brief explanation of what CA will be working on in terms of organizational development.



Corporate finances will have to be flexible to meet the constant changes in demand for services, and CA team members will also have to be more flexible in order to address the changes that people and other forces will demand.

Organizational training will have to become organizational development. Development will be in the forms of understanding and supporting changing needs. Development will also entail working as teams rather than hiring individuals to do one particular job. Corporations will no longer be able to hire individuals to do a specific job and then find something else for the person to do after the specific job is completed.

CA will implement a true process of cross-training our team members to be able to handle more than one job assignment. If specialists are needed, CA will offer short-term contracts and when the contract is complete, that specialist will not become another spot in the workforce. Instead, CA will start the training process during the specialist’s work for existing staff to take over day-to-day implementation of the work products that are developed as a result of the specialist’s work product.

As mentioned previously, it will become doubly important for CA Team Members to understand their role in the organization and how they are an integral part of CA’s brand. Organizational branding comes from the inside of an organization as well as from the public view of whom and what an organization is or could be.


Primary Focus Points:

• Monitoring demographic and lifestyle changes to prepare team members and the organization for change
• Staying abreast of new techniques to keep the organization up to speed on change
• Utilizing more psychological methods in determining who to put at the table to address organizational and customer needs
• Assisting in ways to improve communications outside and within the organization
• Developing means of organizational change that can be done using existing team members
• Building new thought processes and databanks for putting the right people at the table to address organizational changes and needs

While the items listed as the planning elements in this document don’t carry the same critical nature as rocket science, they do mean a new way of traveling through the realms of change. Changes for organizations such as CA have been subtle in the past, and CA has done a good job in keeping up with the subtle nature of change.

Change in the near future will be much less subtle, and will require organizations like CA to change or be lost. This planning element is the basis for that less than subtle change.