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Organized Synergy

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Organization development - personal and community change

Head

Heart

Heart

Intellectual Capabilities 



Research

Data Collection

OD Theories/Models

Frameworks

Behavioral science 

Psychology 

Heart

Heart

Heart

Self-Effectiveness



Perception/Awareness

Acceptance

Reflection/Reflexion

Helpful Behaviors

Open Communication 

Trust/Collaboration

Resonance

Connection

Hands

Heart

Hands

Demonstrable Competence


Continuous Learning

Inquiry

Analysis

Design

Evaluation

Effective Intervention 

Applied theory/Practice

Project Management

The WORK

Theories that Shape our Mental models

Liminal Space

Forcefield Analysis

Forcefield Analysis

While not an official OD concept, our Principal Consultant was introduced to this concept by one of her "Method Masters." Liminal space is the space between here and there or where we are and where we want to be. The threshold...

Forcefield Analysis

Forcefield Analysis

Forcefield Analysis

Forces that drive or restrain change. Forces that restrain change want to maintain status quo or have comfort in the present/past. Forces for change want to move toward a new desired future and are dissatisfied with the present.

Chaos Theory

Forcefield Analysis

Cycle of Competence (Mastery)

Choas Theory suggests that the "behavior of complex systems can follow laws and yet their future states remain in principle unpredictable." The so-called "butterfly effect" is the most notable example of Chaos Theory. 

Cycle of Competence (Mastery)

Cycle of Competence (Mastery)

Cycle of Competence (Mastery)

All learning begins with ignorance, willingness to learn, and end with competence. Mastery, however, is about taking the time to guide others through the learning journey. 

Stage 1: Unconsciously Incompetent 

Stage 2: Consciously Incompetent

Stage 3: Consciously Competent

Stage 4: Unconsciously Competent

Johari Window

Cycle of Competence (Mastery)

Johari Window

Is a way to see yourself and others. Using a 4-quadrant matrix that indicates perceptions that are known/unknown to self and known/unknown to others. Through trust, others can share your blinds spots and you can share your hidden spots to create openness and a larger window of opportunity.

Use of Self

Cycle of Competence (Mastery)

Johari Window

As OD practitioners, we are the instrument. Our presence has an impact. In this we must be mindful of all that we bring with us. We must be intentional with how we engage others and how we use our mind, emotions, inquiry, etc. 

Models that Shape our Approach - Applied theory

Diagnostic Models

Tushman's Congruence Model

Diagnostic Models

Views organizations through the lens of systems, structures, and other elements that are measurable. OD practitioners can typically requests organizational artifacts or conduct surveys/assessments to obtain data.

Dialogic Models

Tushman's Congruence Model

Diagnostic Models

Views the organization through the lens of people - their perceptions, attitudes, and actions - that are often hidden or whose motives are obscure. Creating safes spaces/containers can build trust and a sense of psychological safety. Appreciative inquiry is a common dialogic approach. 

Tushman's Congruence Model

Tushman's Congruence Model

“Based on the principle that a team or organization can only succeed when the work, the people who do it, the organizational structure, and the culture all “fit” together - or, in other words, when they are “congruent""

Organizational Systems

Multiple layers of operations - individual, group, and organization - where inputs are transformed through the activities of the social and technical mechanisms to produce outputs for clients or the broader community.

The Research Process

Affinity Diagrams/Mind Maps

Used to guide diagnostic inquiry using a 5-step process: explore management dilemma, design instruments, collect data, analyze results, and report findings (and recommend interventions when appropriate). 

Affinity Diagrams/Mind Maps

Affinity Diagrams/Mind Maps

Used to identify patterns amongst a lot of data and/or make connections and generate ideas. These are thinking tools that enable ideas and patterns to emerge. Can be used by individuals or with groups.

The Formula for Change

The Formula for Change

The Formula for Change

The change formula:

Dissatisfaction x Vision x First Steps x Sustaining Systems > Resistance

Frequently Asked Questions

Please reach us at contact@organizedsynergy.com if you cannot find an answer to your question.

Organization Development is to organizations what physicians are to people. We diagnose challenges that are stunting the organization's growth and recommend interventions in collaboration with our clients. 


 Organizations typically benefit from OD support during major transitions, when experiencing performance issues, or when seeking to proactively improve their effectiveness. Common triggers include mergers and acquisitions, leadership changes, rapid growth, declining performance, culture challenges, or the desire to enhance team dynamics and organizational capabilities. 


While management consulting typically focuses on business strategy and operational improvements, OD emphasizes the human and cultural aspects of organizational change. We help build your organization's internal capacity for continuous improvement rather than simply providing external solutions. 


 We focus on building internal capability throughout the engagement by:

  • Training internal change agents and HR professionals
  • Establishing sustainable processes and feedback mechanisms
  • Creating measurement systems to track ongoing progress
  • Providing tools and frameworks for continued development
  • Offering follow-up support as needed


Organization development principles apply across all sectors. OD practitioners work with businesses of various sizes in multiple industries, including technology, healthcare, manufacturing, professional services, and non-profits. Each engagement is customized to your industry context and specific organizational needs. Organized Synergy specializes in nonprofits.



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