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Organization Development And Change

Enable Organizational Transformation by building capability to bring a systemic Change in your organizational DNA by Partnering with one of the best corporate training companies in India & Asia

Change is the law of life. And those who look only to the past or present are certain to miss the future.
- J.F. Kennedy

Synopsis:

Many researches have shown that organizations are like “Beings” (Balfour, Danny L.). Organizations exist for effectiveness. Effectiveness is measured by the degree of excellence in achieving results that creates business impact. Whether a startup or a traditional business, for sustainability, aligning to the outside business world requires the business organization to make many changes and shifts at several levels internally. Sustainable business organizations are the ones which never take their foot off the accelerator of capability building, and believe it to be a continuum.

Business impact is defined as “any visibly manifested action, effect or influence upon a significant business process or people process of an organization, initiated by a planned intervention, for a developmental shift” (Bhattacharjee, Satyakki & Singh, Namita, 2019). At GrowthSqapes, we believe that every process in an organization, whether core or non-core, can be positively actioned, effected and influenced by OD interventions to enable it to attain the desired efficiency shift.

A company is made by law but organizations are made of people, built by people. Thus, an organization is a reservoir of human emotions, expressed or held back, consciously or unconsciously, that sets the ball of the process of organizational dynamics on a constant roll.

The levels, layers, nature and quality of thinking (read mental processes) either positive or negative – make people either progressive or resistive towards change. This, though not the only one, is a significant factor that determines the health of an organization. We believe OD to be a path to revive organizational health. Moreover, business needs reliable predictors.

Being one of best corporate training companies in India, at GrowthSqapes, the organization development solutions (OD solutions) are directed towards the capability building of your organization with a business impact. We look at capability as an unseen but experiential asset that manifests as an organization’s ability to achieve its business goals, to innovate and redesign its business to align itself to the shifting margins, velocity and scale determined by the dynamism of the business world. As change management consultants our Clinical Consulting (CC) approach means we diagnose the organization not only by taking a surface level view of the organizational aspects but by uncovering what’s beneath. Organizations and its leaders and managers develop a tendency not to look beyond what is Conscious and Visible. Either by ignorance or by wilful avoidance, many significant human processes in the organization are overlooked. We believe most business processes are largely entwined with human processes, be it conscious or unconscious, and by over-looking and avoiding the reality of unconscious processes, a lot of ill-health is silently propagated in the organization. The clinical approach, in a step-by-step empirical manner, identifies the symptoms and the hidden causes that manifest as unwanted events at the surface-process level.

Towards the above GrowthSqapes uses its proprietary organizational analysis tool called VITOHScope. VITOHScope investigates vital organs of the organization like people processes, systems, context and climate, strategic intent, role orientation and accurately reports diagnostic information on key parameters like business process efficiencies, performance orientation, human conflicts and communication status, people capability gaps, leadership quality and focus, cultural dimensions, value orientation, task orientation, technology, structure, and long-term strategy. The VITOHScope Report (VR) maps the organization’s sustainability part from an ‘As-Is-Now’ to a ‘Strategic Destination’. (Click here to know more.)

GrowthSqapes also uses its patented Action-Diagnostic Model©™ (ADM) to help its client system accurately identify the causes beneath the problems within an organization. The ADM is a diagnoscope which is a hybrid of a socio-metric, psychometric and organo-metric tools that analyzes the health of an organization and identifies the possible unseen causal linkages to the symptoms of the organization’s operational problems. Our ADM Diagnoscope is akin to a device that informs about the possible health issues in the organization so that appropriate interventions can be made on time. (Click here to know more.)

Further, to understand and measure organizational culture, GrowthSqapes also uses its proprietary tool, Culture Compass©® (CulComp), which captures both quantitative and qualitative metrics. (Click here to know more.)

 

Why GrowthSqapes for OD & Change?

  • Practical and applicable OD & Change solutions delivered by a large pool of best-in-class consultants.
  • Bespoke, research backed solutions delivered using multiple design and delivery methods.
  • Industry validated expert knowledge on global best practices in OD backed by a world-renowned institute.
  • Double ISO certified firm.
  • History of successful work done both in India and in international markets.

Statistics pertaining to OD and change

Statistics Pertaining To HR Advisory Services & Consulting
  • 15%

    Only 15% of employees worldwide are engaged in their jobs. (Gallup)

  • 42%

    42% of employees say learning and development is the most important benefit when deciding where to work. (Udemy)

  • 86%

    Offering career training and development would keep 86% of millennials from leaving their current position. (Bridge)

  • 32%

    32% of employees would take a 10% pay cut for a job they’re more interested in or passionate about. (Jobvite)

  • 30%

    Businesses with a strong learning culture enjoy employee engagement and retention rates around 30-50% higher than those that don’t. (Robert Half)

Organizational Development and Change Management Needs of Organizations

Organizations which wants to remain competitive in a dynamic external business environment invest a lot of monetary and human resources to make many changes and shifts at several levels internally. Sustainable business organizations are the ones which never take their foot off the accelerator of capability building and believe it to be a continuum. Their want to be a competitively agile organization comes from the following needs:

Better communication, adoption, appreciation and change management

Better communication, adoption, appreciation and change management

Improve customer centricity

Improve Organization Culture

Enhance people management capability in managers and leaders

Enhance people management capability in managers and leaders

Create an agile enterprise which is future-ready

Create an agile enterprise which is future-ready

How Our Approach helps you

Identify both Conscious & Unconscious processes: Organizations and its leaders and managers develop a tendency not to look beyond what is Conscious and Visible, thereby landing up only diagnosing the symptoms and not the real problem. Our clinical process of conducting diagnostics involves deep-diving into the organisation systems to diagnose the organization not only at a surface level but also at a deeper level to uncover what lies beneath the surface. You get to know the real cause of the problem.

Gives a holistic system perspective: Consistent with our SCAPE methodology, at GrowthSqapes, our fundamental approach is – Diagnosis must precede prognosis. We deploy highly validated and reliable ability assessments and profiling instruments to identify the real gaps in the skill of your sales team members set against industry benchmarks. This helps you to build a sense of the areas of development.

Create business and people sustainability: Client-centric, co-creation. When we work in close collaboration with you and your sales leaders to enable the manifestation of the desirable sales skills, competence and behaviours, you become re-energised to create the suitable sales culture and the organization culture that is required for your sales organization to achieve the desired business results. Consistent with our SCAPE process, at GrowthSqapes, our fundamental approach is – ‘Diagnosis must precede prognosis’. We deploy highly validated and reliable ability assessments and profiling instruments to identify the real gaps in the skill of your sales team members set against industry benchmarks. This helps you to build a sense of the areas of development.

Design elements

Organisational diagnostics tools
Organisational diagnostics tools
Business maturity assessment tools
Business maturity assessment tools
Data Analytics
Data Analytics
Actioned Learning Projects
Actioned Learning Projects
Learning workshops
Learning workshops
Coaching and Feedback sessions
Coaching and Feedback sessions

Delivery elements

Workshop Delivery
Workshop Delivery
Activity / simulations
Activity / simulations
Cascade Sessions
Cascade Sessions
Council Creation
Council Creation
Digital Learning
Digital Learning

Some Clients

Some Client Success Stories

Deep Organizatioal Diagnostics As A Precursor To A Culture Transformation Initiative In A Global Auto Giant

1 min
New Management Vision

Integrating the Vision of the New Management Into the Workforce After the Takeover of a Leading Media Organization

1 min
Building Leadership Synergy between the Start-up and the Parent Organization of a Leading Airline

Building Leadership Synergy between the Start-up and the Parent Organization of a Leading Airline

1 min
Integrating the Workforce of the Largest Manufacturer of Medical Devices and Blood Bags

Integrating the Workforce of the Largest Manufacturer of Medical Devices and Blood Bags

1 min
Facilitating an Award-winning Post-merger Integration of the Largest Bank of Asia with a Regional Indian Bank by ‘Developing Integration Leaders’

Facilitating an Award-winning Post-merger Integration of the Largest Bank of Asia with a Regional Indian Bank by ‘Developing Integration Leaders’

1 min

FAQs

Yes, we do. Much of our work involves helping organisations navigate change at an enterprise level—shifts in culture, leadership behaviour, ways of working, and team alignment. These programmes usually span multiple functions, diverse geographies, and senior leadership layers. Our experience comes from walking alongside organisations through complex transitions rather than offering short bursts of training.

Our transformation work typically begins when leaders sense that the organisation has outgrown old ways of thinking or working. We help them read the system, identify the real levers of change, and build a shared direction. Over time, the organisation starts showing steadier decision-making, healthier communication, clearer accountability, and a more mature culture. The journey is rarely linear, but the movement is real and visible when leaders commit to it.

We have worked across automotive manufacturing, aviation, IT services, engineering, real estate, infrastructure, pharmaceuticals, and the development sector. Some assignments involved culture renewal, others centred on leadership transitions, team effectiveness, or building a strong internal identity. Each project was shaped to the organisation’s life stage and industry rhythm.

Our approach combines system thinking, behavioural science, and lived leadership experience. We do not impose a template. We spend time listening to how people work, where they get stuck, and what the culture unconsciously rewards or avoids. The solutions we design match the organisation’s reality, not a fashionable model. This makes the change more grounded and sustainable.

We have supported several organisations in the development space where purpose, community orientation, and field realities shape the culture. The conversations in such organisations are more values-driven and emotionally layered. We work with sensitivity to these dynamics and design interventions that protect the mission while strengthening internal clarity, collaboration, and accountability.

Depending on where the organisation is in its journey, our work may include culture diagnostics, leadership alignment, large-group interventions, OD toolkits, values-to-behaviour mapping, team development, change-readiness building, and long-term capability building. Some organisations need a full-scale transformation programme; others benefit from targeted interventions.

Internal OD teams bring context and history. External partners bring distance, neutrality, and a view of patterns that easily blend into the background when you are inside the system. We often work alongside internal OD teams so that the organisation benefits from both perspectives—insider understanding and outsider clarity.

Yes. Many of our assignments run across 12 to 36 months. Our way of working is steady, disciplined, and relationship-based. We structure the journey so the organisation sees progress at each stage while building internal capability that continues long after the engagement ends.

Our work spans automotive, commercial vehicles, aviation, education, IT and digital services, real estate, media, manufacturing, and the social impact sector. Each sector comes with different pressures, but the fundamentals of culture, leadership, and system behaviour remain universal.

We anchor our work in clear diagnostics, behavioural indicators, and observable shifts. Every intervention connects to specific outcomes—decision-making speed, collaboration quality, clarity of roles, customer experience, accountability, safety culture, or leadership consistency. We surface the invisible drivers, but the progress is always measured in visible, everyday behaviour.
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