Organisation Development
Ensuring that the organisation structures are geared to the changing service imperatives, and ensuring that the organisation culture is going to stimulate change, with individual objectives aligned to corporate aims, is what OD is all about.
Component-level change, to a single work team or a small department, is just as important to the people working in that area as is whole-system change.
Rearranging the Structures is actually the easy bit.
Success only comes if behaviours change as well - and that is about Leadership .... walking the talk, living the dream - call it what you like, change boils down to first line managers actually stamping on unacceptable behaviour and nurturing / applauding success.
This does not happen overnight - how long have your staff been 'programmed' into their old ways? - So how long is it going to take to develop new patterns?
Long after any Consultants have left, there will be a huge invisible pressure to slide gently back into the comfort zone - so that is where total commitment from managers at every level is crucial.
Performance Management systems, manager's targets, internal benchmarking - all must be used to embed the new patterns - these things are best done from the inside.
The 'Holy Grail' of Organisation Development is a culture where employees are able to apply techniques to identify opportunities to improve the systems or processes they use every day, to align these to the needs of their customers (clients, stakeholders).