About Us
What is Organisational Development?
Organisational Development (OD) was defined by Koontz et al in 1980 as ‘systematic, integrated and planned approach to improve the effectiveness of the enterprise. It is designed to solve problems that adversely affect the operational efficiency at all levels.’
OD is a scientific based approach that works with organisations to build their capacity to change. The OD approach studies and understands the existing practices, systems and processes within the organisation and seeks to develop, improve, alter and introduce new practices, systems and processes that support an organisation achieving the next goals and strategy objectives.
Why is Organisational Development important?
At Leodis Consulting we believe that supporting the whole organisation to maximise its potential for both the organisation and its people adds value to an organisation in terms of development and growth. Working with appreciative enquiry, we believe in maximising the capacity, potential and effectiveness of the organisation and its people.
The Leodis Organisational Development Philosophy
Working with appreciative enquiry, we believe in maximising the capacity, potential and effectiveness of the organisation and its people. Our belief is that OD should be used to support a whole organisation and the individuals that form the culture of that organisation to maximise potential. We believe that integrity and honesty is at the heart of what we do and any change should be sustainable and work for the organisation. We work in partnership with an organisation to make change that is effective.
What is Performance Coaching?
A collaborative approach using various techniques to support a member of an organisation to improve their skills and gain new ones to reach their full potential. It is designed to support an individual or team to look at how they can develop and reach the goals they strive for.
Linking performance coaching, whether that be on a one-to-one basis or team basis, with Organisational Development work helps to create a holistic framework for an organisation. Coaching should be very personal to an individual as a person within a team that forms part of an organisation.
Leodis consulting employs the GROW model developed in the late 1980s by Sir John Whitmore and colleagues.
G R O W stands for:
Goal – What is the target to reach?
Reality – How do we get to the goal? What resources and needs do we have?
Options – What ideas do we have?
Will – What can be committed to?
The GROW model is a foundation of the approach to coaching.
Why is Coaching Important?
Coaching is a valuable tool for supporting staff. The GROW model is a good basis framework for coaching but should not be used as the only approach.
OD and coaching fit together because coaching is very personal to the individual within a team and the organisation. OD is about supporting the organisation and coaching picks up the personal aspects that compliments OD practice.
The Leodis Coaching Philosophy
Our philosophy is that:
- Coaching should be supportive and collaborative for an individual or team and aim to improve their skills.
- Coaching is practising an effective method of helping others to achieve optimum performance in the workplace.
- The coach has to be genuine and shared learning should take place between the coach and coachee.
- The coach and the coachee should be of the same mindset and the if the coachee does not want to be coached, the the coaching would not be successful.
- Once the three way conversation between the client, the coach and the coachee has taken place any coaching between the coach and the coachee remains confidential.
- There should be agreed guiding principles between the coach and coachee, including the need is driven by the coachee not the coach and that the relationship is effective.
Anna Pridmore - Founder
As a Chartered Company Secretary I worked within the public sector for 25 years concentrating on complex governance issues, strategy development, leadership and Organisational Development and Performance Coaching.
I decided it was time to retire and pivot my career. As a governance expert, with a focus on ESG, my career led me to developing an interest in how people understand and work with systems and the effect systems have on workflows and efficiency. The aspects that interest me are the foundations of OD. My interest led me to linking up with the OD Academy where I worked with Steve Benfield. Through the OD Academy, I completed my certificate and diploma, winning awards for both. After completing my OD certificate, I realised that OD is reliant upon how people act and percieve themselves, and as such it became important to me to ensure I also offered coaching elements. The result is an award winning OD and coaching offering through Leodis Consulting.
If you’d like to hear more about my services and offering do get in touch. If you’re reading this, I would love to hear more about what you think the benefits of OD and coaching might be.