Organisational Development

We work with organisations to review structures, systems and processes, attitudes and beliefs to enhance service delivery. A range of tailored methodologies are utilised - usually the process commences with a diagnostic review and a facilitated S.W.O.T session. Stakeholder consultation underpins any agreed methodology and both immediate and longer term priorities are identified.

Staff, Client and Volunteer Surveys
We develop, implement and analyse surveys to assist in understanding stakeholder perceptions. Surveys are tailored to address specific client outcomes together with statements addressing:

• Culture
• Leadership
• Engagement
• Values and Vision and
• Retention

Surveys can be developed either on line or by return post and involvement of CBB Consulting in the process ensures anonymity for the respondents.
Results analysis identifies risk and opportunities for the organisation with targeted recommendations.

Team Development
We develop and facilitate a range of team workshops. Recent client workshops have included:

• Development of Team Values
• Enhancing Communication in the workplace
• Effective Performance Appraisals
• Developing greater understanding ourselves and colleagues – using the Myers Briggs Personality Indicator
• We also facilitate team led conversations to assist in business planning and establishing departmental priorities or to deal with team related tensions

Individual Career Planning
CBB Consulting provides Individual career planning sessions to assist existing employees to recognise their personality preferences and how this may be impacting their career satisfaction.
Career challenges and goals can be addressed, together with techniques to further assist in enhancing workplace enjoyment and success.
For individuals seeking alternative employment options, these sessions can be also address effective resume preparation, interview techniques and self esteem.

These sessions can be either be conducted on a singular or ongoing basis.

Executive Recruitment
We specialise in recruitment within the not-for-profit sector and recognise that quality at an affordable price is of paramount importance to our clients.

Our recruitment services can be tailored to your individual needs, and can include:

• Full end to end recruitment (from creation of recruitment advertisement through to delivery of a preferred candidate shortlist)
• Receipt of resumes and preparation of shortlist
• Conducting behavioural based interviews
• Working with Boards/Executive team to define position requirements, competencies and develop position descriptions
• Undertaking Reference checks
• Attendance on interview panels

Attraction and Retention Strategies We can assist your organisation to develop innovative attraction and retention strategies which assist to develop high potential employees and retain high performers.

Diagnostic Reviews
Diagnostic Reviews are often required in an organisation where there are multiple issues or difficulties in determining the source of problems and the priorities that should be assigned to undertaking corrective actions measures.

A diagnostic review will often allow Executive Management and the organisation’s Board to understand major concerns within the operational framework of the organisation, as well as gain a third party view of the priorities that should be assigned to correct those issues.
Generally a diagnostic review will reveal the quality of the relationship between key management and operational components within the organisation.

Functions that are often focused on as part of this form of review include:

• The organisation’s Constitution
• The Strategic Plan
• The Business Plan
• Policies and processes
• Operating systems
• Financial practices and financial position
• Quality of marketing and customer/client services
• Cost management

The need to undertake a diagnostic review will arise through managers and executives feeling that their organisation is not functioning as well as required but don’t know where to look to focus energy to fix the problem.
As a result the diagnostic review can be the first step in indentifying the problem areas and deciding how to manage forward. Without a diagnostic review executive management or Board could waste time and money trying to fix, what has become the wrong problem.
To find out more, contact CBB Consulting Services on 8444 9700.

The Community Business Bureau is recognised as a progressive social enterprise that continues to deliver a range of innovative, efficient and quality based services to clients since our inception in 1995. We specialise in services to the not-for-profit sector and as a result have a close affinity with the challenges and opportunities within the sector.

Does my organisation need one?
What is a diagnostic review?
Essentially, the diagnostic review is a health check of:

• Your organisation
• A significant business unit or service function within your organisation

A diagnostic review is focused on:
• Identifying gaps and/or issues
• Options (where appropriate) to resolve these concerns
• Priorities and timelines for solutions to be developed and implemented

Why should my organisation have a diagnostic review?
If any of the following statements are relevant to your organisation, then you should consider a diagnostic review.
    1. Are you being forced to consider the structure and role of the organisation?
    2. Do you feel that the organisation is inefficient or less effective than it has been or could be?
    3. Is the organisation losing its relevance?
    4. Is funding becoming less secure or reducing?
    5. Is your Board/Management Committee experiencing difficulty attracting Board Members?
    6. Is planning the future direction of the organisation becoming more difficult?

What can my organisation expect from a diagnostic review?
The diagnostic review will give several outcomes.

• A commentary on whether the organisation’s structure and operations are focused on achieving the strategies and objects of the organisation.
• Whether there are gaps and/or issues in the way the organisation operates or focuses its resources in achieving its goals and objectives.
• The priorities that should be assigned to resolving the gaps and/or issues identified through the diagnostic review process.

As a consequence, you:

• Will receive a “road map” that shows how to resolve gaps and/or issues
• Gain an understanding of the effort required, timeline to develop and implement solutions, and the benefits that could accrue as a result of your organisation, implementing the “road map”.

Who participates in a diagnostic review?
All key staff, a sample of internal stakeholders and Board members would be asked to provide about an hour for an interview, where details on their role and responsibilities will be sought, as well as their comments on what are the things that are done well and not so well by the organisation generally. The review looks at what is done and why it is done, it is not a review that examines whether staff are efficient or effective in their individual roles.

CBB Consulting – we deliver, you win.
Depending on the scope of the diagnostic review, CBB Consulting is able to complete a comprehensive health check of relevant features within the organisation, including governance, operations, finance, human resources, service provision and clients/customers relationships.

CBB Consulting has considerable strength in its technical consulting expertise, which is focused on meeting your organisational requirements.

Industrial Relations
The workplace is more complex today. Legislation restructuring, technology, new services, wider accountability and changing work practices place high demands on people and work systems.

We see…

• smaller, flatter management structures
• greater responsibility devolved to multi-functional work teams
• higher demands for client focussed services
• greater demand for continuous improvements to productivity and quality to customers
• national competency standards and broader organisational goals used to assess performance on the job
• greater legal accountability and complexity governing working conditions
• enterprise agreements providing more working flexibility and budget pressures / challenges
  These changes, and more, require strategic HR Management skills. Sound HR policies, strategic advice and operational practices ensure compliance with the legislation and assist organisations to ensure that HR directly supports achievement of organisational goals whilst maximising the development and focus of its employees.