It happens to every successful startup – you hit that critical point where a great idea implemented by a bunch of great people starts to get unwieldy. Maybe they’ve outgrown not-developed-hr policies or their ever-growing list of clients has finally tipped the scales necessitating more people and more structure.

Other businesses cross that critical juncture from start up to established success and grow exponentially until one day, things stagnate and burnout begins. Leaders are left wondering why things just don’t have the same energy anymore, why their retention rates have gone decidedly in the wrong direction, or why nobody seems to have a completely clear idea of who is managing what project. 

That’s where an organizational development strategy comes in. An effective organization development strategy can be key in helping your business take the steps it needs to grow, even in challenging times. Whether you already have a document that just needs to be updated for the current economic time or you have no idea where to start with organizational development, hiring a consultant to help can be exactly the right move to get your business moving again.

What is an organizational development strategy?

An organization development strategy is a plan designed to clarify expectations around the company, outline an agreed on plan for achieving organizational goals, and effectively empower people to perform at a high level with resilience. The goal with having a strategy in place is to improve the wellbeing of both the company and the people in it, enabling everyone to work toward the same goal with confidence and contentment.

How do you create an organizational development strategy?

There are many ways to approach creating an organizational strategy, but the important elements are that it is intentional, in depth, and it has leadership buy-in. Working with an outside consultant can help you identify weak points in your current culture, plan, or trajectory. They can also connect with everyone involved with the planning process with a fresh perspective, helping folks collaborate more effectively together. It’s no easy task to cover all of the key components of a great strategy alone, and an expert partner can go a long way toward helping you get the most out of the time you spend in this process.

At ReWorkMe, we partner with organizations to design and implement customized organizational development strategies that strengthen alignment, leadership, and performance across every level. This work is typically structured through a monthly, quarterly, or annual retainer, determined by the scope of the engagement and desired outcomes.

What are the key components of an effective organizational development strategy?

1. System Diagnosis: We begin by assessing the organization’s current structure, culture, and effectiveness to identify strengths, gaps, and leverage points for growth.

2. Strategy Alignment: We help leaders clarify strategic priorities and ensure goals, initiatives, and decision-making processes align with the organization’s mission and vision.

3. Structure and Roles: An organization performs best when its structure supports collaboration and accountability. We refine roles, reporting lines, and decision pathways to enhance efficiency.

4. People Development: We design leadership development and coaching initiatives that cultivate capability, confidence, and engagement across all levels of the organization.

5. Culture and Change Readiness: We help organizations understand their cultural patterns and strengthen adaptability—building the trust and resilience needed for sustainable change.

6. Systems and Processes: We evaluate and streamline key processes to improve communication, workflow, and consistency, ensuring structure supports—not slows—strategy.

7. Continuous Improvement: We instill a mindset of learning and innovation, creating systems for ongoing reflection, feedback, and performance improvement.

How do organizational development strategies improve company performance?

With clearly defined roles, communication and feedback guidelines, and notated systems and processes, organizations are more effectively prepared to face all kinds of challenges and function smoothly together as a team. When people spend less time trying to figure out where or what an answer or process is, they can spend more time on the critical elements of their job.

A well-structured and organized company knows what it’s about and where it wants to go – and its people know how to get there together. 

ReWorkMe can help you define your organizational development strategy. Begin with a free 15-minute consultation to learn more about how we can support your organizational development needs.

FAQs for organizational development strategies 

What is the main goal of an organizational development strategy?

A great organizational development strategy should empower its people to work for a common goal with clarity and resilience. It should include documentation that makes it easier to reach for answers and move together effectively. Cultural alignment and change readiness should be addressed and structures and roles should be clearly defined. All of these elements work together to create a future-minded company that can adapt and grow effectively and together.

How often should an organization update its development strategy?

Consider quarterly, annual, and situational check ins. Once a quarter, review your plan to ensure you’re on the right track and that you catch any easy-to-fix issues along the way. Once a year, get leadership together to do a deeper review and allow time for any major fixes or course corrections to be implemented. When you hit a fork in the road, and you’re not sure if your old plan will get you where you want in light of new information, take the time at that juncture to review the strategy.

If you need help walking through your organizational development strategy, ReWorkMe is here for you. Set up your free 15-minute consultation today to see how we can work together.

What are common mistakes to avoid when implementing an organizational development strategy?

Businesses frequently fail to clarify and document their goals. This can create downflow problems when hiring, as the wrong people may be brought on board, and communication issues may arise between members of leadership — in fact, more than half of unsuccessful projects fail due to poor communication. Avoid these common errors by collaborating with the right people, writing down what you agree on, and regularly reviewing the strategy as a group.