Our Methodology We believe that all organizations are perfectly designed to get the results that they get. If you want to improve your business results, we provide a proven methodology for deliberately designing your organization to achieve those desired results. Once you have clarified your organization's strategy, the next most difficult aspect of organizational design is ensuring the congruence and alignment of all the design elements necessary to achieve desired business outcomes. Like a puzzle, all of the pieces must fit perfectly. One misaligned design choice can throw the entire system out of sync. We are able to achieve rapid design through the use of accelerators - a framework, a set of analysis tools, and a methodology for change. Our framework, shown below, is termed the Organizational Systems Design (OSD) Model and emphasizes alignment. The model is useful for organizing an enterprise's thinking about design, but it does not dictate any one set of design choices. To make the best possible design decisions, you need data. We provide three sets of analysis tools to enable you to make informed, data-driven decisions. These tools are environmental scan, technical analysis, and social analysis. These tools are used to gather data in order to make better educated design choices. Our design methodology is a six-phase approach to large-scale change that suggests a structure and chronology for the use of the OSD model and the three analysis tools.

 

 

 

What We Do
		Strategic Decision Making OPD utilizes years of experience in the art and science of decision-making to help clients make sound strategic choices. We assist in the setting and articulation of strategic direction in response to the opportunities and challenges clients face in their current environment. We provide consulting and training in a proven methodology and toolset for decision-making and coach leaders on the use of an effective strategic decision making model.
		Customer Value Management OPD provides you with a way to chart a clear course to success --- Customer Value Management (CVM). CVM is a process that includes a collection of specific analytical tools and metrics that help a business track its competitive position, identify its source of competitive advantage, and align its strategy, business processes, and people with the constantly changing needs of its targeted markets.
		Organizational Surveys OPD utilizes a broad and deep skill set in the design, administration, and analysis of survey instruments. Over the last 20 years, our consultants have conducted well over 100 surveys for at least 40 different clients in the areas of customer and employee satisfaction, team effectiveness, and organizational culture. We pioneered a survey methodology for measuring Employee Engagement that identifies the factors that drive retention and discretionary effort on the job. We can perform a full complement of analysis, from basic statistics to higher-level analyses such as factor analysis and multiple regression. We help clients discern the meaning behind the data and translate that understanding into actionable improvements. We provide both customized and "off-the-shelf" instruments that are proven and reliable. More Details On Organizational Surveying
		360 Degree Feedback For Leaders Also known as multi-source or multi-rater feedback, 360-degree feedback is a method of improving employee effectiveness that uses input from multiple sources. A 360-degree feedback process involves collecting perceptions about a person's behavior from a range of vantage points including boss, peers and direct reports. The process provides individuals with a complete picture of their behavior on the job and its impact on others. OPD designs 360-degree feedback instruments, gathers and analyzes data, provides easy-to-use individual feedback reports, and provides coaching to individuals to assist in personal development.
		Organizational Design OPD brings experience with large-scale change initiatives to the table, and counsels clients on turning strategic thinking into strategic action. We employ a proven approach for achieving focus and alignment across an organization's work processes, organizational structure, decision-making systems, and performance management practices. Our consultants have used this framework, known as the Organization Systems Design (OSD) Model, consistently to help organizations and their leaders achieve breakthroughs in performance.

 

 

 

Organizational Surveying   What is an organizational survey? Often referred to as organizational climate or culture surveys, these instruments can be a critical part of any company's effort to improve performance. Survey data can provide a better understanding of an organization's current culture, work unit relationships, leadership, and employee perceptions and feelings. Survey results can reveal where an organization stands in terms of living up to its stated vision and identify the factors that affect productivity and quality of work.   OPD's Decision Metrics Group provides a number of methodologies for gathering information. We can: Use e-mail to administer questionnaires and collect data through return e-mail from respondents. Set up a World Wide Web site so respondents can interact directly with a survey through the internet. Scan machine-readable questionnaires using our high speed scanning equipment. Employ our experienced telecommunicators to interview respondents and administer surveys via the telephone. Employ our professional consultants to conduct in-person interviews or to facilitate focus groups. Enter traditional survey into the computer manually.   Planning and Design of Survey Methodology / Design of Instrumentation OPD consultants have designed and conducted well over 100 surveys for at least 40 different clients over the past 18 years. We are well familiar with principles of research design and generally accepted principles of survey design and construction. We have designed and implemented several surveys utilizing the internet, including surveys posted on websites and surveys delivered via email. We are familiar with the unique issues and challenges posed by various methodologies of administration.   Sampling OPD consultants are experienced at the determination of valid sample size. We offer: Expert consultation on sampling issues. Models for determining valid sample sizes.   Survey Database Administration OPD has the capability to manage large data sets. We have managed the collection, cleaning, analysis and distribution of data for a wide variety of studies - large to small. As an example, our Survey Tracker methodology has capacity for 1.5 million lines of data. We are experienced with techniques for "scrubbing" and protecting data.   Assessing Reliability and Validity Of Data Our consultants all have considerable experience with research design, both academic and corporate. We have validated a number of instruments that we have developed and used over the years, using a number of statistical techniques such as multiple regression, canonical correlation, and factor analysis. We can provide reliability data for any survey item we employ, and can provide advice on ways to validate instrumentation to important organizational outcomes.   Analyses of Quantitative and Qualitative Survey Data The core competence of OPD's Decision Metrics Group is displayed through our analysis and reporting capabilities. For example, OPD consultants have pioneered methods for "weighting" survey items according to importance as predictors of employee satisfaction or other selected dependent variables. To provide this analysis, we employ multiple regression, factor analysis and other multivariate statistical techniques. These techniques are sometimes called "key driver" analyses. Of course, we can also perform basic analysis to generate descriptive statistics and summaries of responses to open ended questions. Our goal is to help clients discern the meaning behind the data and translate that understanding into actionable improvements.   Production of Reports Including the Following: Customer Value Analysis Weighted list of service or product attributes weighted according to Importance customers Customer Value Map indicating competitive position & Head to Head Analysis Gap Analysis and Prioritization Report Report of Descriptive Statistics for Each Survey Item and Category (Graphic and Numerical components present in each report. Analysis of non-response included.) Transcriptions of Customer Comments   Internal or Employee Surveys Report of Descriptive Statistics for Each Survey Item and Category (Graphic and Numerical components present in each report. Analysis of non-response included.) Report of Top Ten and Bottom Ten Survey Items (for each demographic breakdown) List of Survey Items weighted according as predictors of Overall Satisfaction or Engagement Gap Analysis and Prioritization Report Transcriptions of Employee Comments   360-degree Feedback Surveys Report of Descriptive Statistics for Each 360-degree Survey Item and Category (Graphic and Numerical components present in each report. Analysis of non-response included.) Report of Top Ten and Bottom Ten 360-degree Survey Items (for each demographic breakdown) List of 360-degree Survey Items weighted according as predictors of Overall Satisfaction or Engagement Gap Analysis and Prioritization Report - Individual Level Gap Analysis and Prioritization Report - Group Level Transcriptions of Employee Comments   Herrmann Brain Dominance Instrument Analyses and Psychometric Analyses of Published Personality and Motivational Indicators In addition to the HBDI, OPD consultants are certified to administer and interpret a variety of psychological instruments used in the selection and development of employees.   Production of Guidebooks for Interpreting Reports We routinely provide clients with customized guidebooks to aid in the understanding of results. Our focus in the development of these materials is enabling clients to learn from survey findings, and to determine the most appropriate action for addressing findings.   Consulting and Facilitation of Client Meetings OPD consultants are skilled facilitators, and are fully prepared to design and conduct strategic planning sessions featuring the results of the survey. As an example of our ability to go beyond the simple reporting of results, we designed and provided a two day workshop on Strategic Decision Making that we have provided to several Fortune 500 clients.   Ongoing Survey and Analysis Becomes a Useful Management Tool Using multiple regression analysis we can generate an Employee Satisfaction Index, a summary level statistic of employee satisfaction. This index has been shown to be a leading indicator of the quality of service provided by employees. The Employee Satisfaction Index is an excellent way to monitor employee satisfaction over time and evaluate the effectiveness of improvement initiatives. We can take the analysis a step further by using sophisticated statistical techniques to identify those factors that have the most significant impact on overall employee satisfaction. Once these Employee Satisfaction Drivers are identified, a company can focus its attention on those areas that provide the "highest leverage" for improvement.