Phases of Our Organizational Development Approach:

1. Developing understanding and commitment

Members of the organization define partnership collectively. The following parameters guide the evolving definition: conscious inclusion of all dimensions of diversity, equivalent outcome across difference, and ongoing learning opportunities for staff and leadership. Implementation addresses system structures, management practices, professional development and resource selection connected to service delivery.

2. Building knowledge and skills

Maintaining a balance in professional development between building knowledge and increasing skills is critical to creating partnership. Workshops that focus on building knowledge through education expand individual awareness and provide the philosophy that guides day-to-day decision-making. Training provides the expanded skills people need to be successful across a broad array of needs

3. Establishing partnership as a process of continual reflection, planning and growth

Once established as an operating philosophy, adjusting system structures, engaging in on-going learning and updating programs become a matter of course. No longer does “change” seem like an extra-ordinary effort, or is “change” seen as a departure from how things are done. Change is an evolving way of doing business that meets the needs at hand.