Organisational Development

leveraging value by applying behavioural science

Our OD interventions help organisations to perform better now and prepare successfully for the future. Working with companies of all sizes and sectors, we apply bespoke interventions to meet each client’s strategic challenges, whether this be to grow significantly; leverage value from a merger or acquisition; or to right-size the business to adapt to a competitive market.

facilitating successful organisational change

Our services focus on helping companies design optimum structures to execute strategic objectives, build high performing teams, manage change, and reap the benefits of a committed and engaged workforce. 

Organisational Design

The MK Business Psychology consultancy team use their expertise to guide and advise organisations of all sizes on aspects of organisational design. Our service offering includes elements such as the redesign of individual roles or identifying training needs associated with role changes, right up to entire organisational restructures.

Our approach incorporates a strong business focus with knowledge of the psychology of work, resulting in a solution that is effective and tailored to each client’s specific organisational needs. 

Embedding Change

It has been estimated that 70% of all change initiatives fail. This may be at least partly due to lack of managerial and employee engagement in the process, and also due to organisations not fully addressing barriers to change, such as current behavioural patterns and limited modes of thinking.  Our expertise in people and business psychology is applied to help clients maximise important outcomes, leading to more successful implementation of change; enhanced organisational capability to make changes sustainable; and greater flexibility to continue evolving as circumstances change over time. 

Cultural Change 

At points in an organisation’s development it becomes business critical to reshape cultural identity or change the way things are done. This may be due to a merger, the increased importance of innovative thinking for future success, or simply the continued drive to improve.  Our team work with organisations to develop a fuller understanding of their culture (or sub-cultures) via a range of methods, including surveys, focus groups, or one-to-one interviews with internal or external stakeholders. We then help to facilitate internal dialogue about the type of culture needed to achieve the strategic goals of the organisation and seek to identify relevant organisational development needs to address this. After the identification and alignment stages we support clients with the implementation of new people management processes. Working with internal stakeholders, we help to consolidate these changes and build organisational capability to make these changes sustainable. 

Process Change

We also support companies to more effectively manage individual change projects or initiatives. To enable people to embrace change we dig deep to offer insight about the underlying assumptions that are holding change back e.g. restrictive ways of thinking or poorly aligned internal processes. As well as working with individuals to help replace limiting beliefs with more constructive modes of thinking and behaving, we work with managers/leaders to put supportive processes in place that reinforce as opposed to undermine this work, increasing engagement and ultimately effectiveness.


Developing High Performing Teams

Unlocking the full potential of teams (from project teams to senior management teams) and ensuring more is achieved by collective effort is critical for organisational success.  We use a range of interventions such as psychometric assessment and team coaching to help teams understand their current position (e.g. collective strengths; preferred communication styles of individual team members) and to exhibit the characteristics associated with high performing teams with greater frequency. 

Our work recognises the linkage of the psychology and behaviour of team members to business success, focussing on developing aspects such as open communication, trusting relations, effective management of conflict, improved collective problem solving and thinking, alignment of working practices, and the optimum utilisation of team strengths.