Organizational development (OD) plays a critical role in transforming the effectiveness and efficiency of non-governmental organizations (NGOs). Adhikar, a human rights-based NGO in Jharkhand, India, faced significant challenges during a period of growth and leadership transition. This case study explores how OD interventions improved Adhikar's operations and strengthened its capacity to empower marginalized communities.
The Context of Adhikar
Adhikar was founded in 1985 by Rajan Mishra to empower society’s poor and marginalized populations. The organization grew from a small group inspired by Mishra’s vision to over 200 employees, organizing regional laborers into unions, conducting budgetary analysis, administering scholarships, and providing emergency relief during natural disasters .
Emergence of Issues
With Mishra’s recent appointment to the central government, he had to step back from daily management, causing a leadership vacuum. As the organization expanded, it faced structural, relational, and strategic challenges. Pia Mishra, an Adhikar regional coordinator, initiated contact with an OD practitioner to address these issues .
The Role of the OD Practitioner
The OD practitioner’s task was to diagnose Adhikar’s issues and provide recommendations for improvement. The initial engagement involved interviews with coordinators, field visits, and systematic observations. The practitioner used Weisbord’s six-box model to categorize the data and understand the underlying problems .
Diagnostic Data and Key Issues
The diagnostic data highlighted several key issues:
Purpose: While there was agreement on Adhikar’s objective of facilitating social change, there was debate about whether the focus should shift more towards developmental work alongside rights-based advocacy .
Structure: The organization’s dual geographic and programmatic structure caused confusion and conflict in reporting relationships. Coordinators operated with considerable autonomy but lacked accountability mechanisms .
Relationships: There was a significant lack of coordination and trust between old and new coordinators, leading to siloed operations and limited information sharing .
Rewards: Discrepancies in pay between older, cause-driven employees and newer, professionally qualified staff caused discontent. Additionally, job security concerns arose due to funding dependency and Mishra’s reduced involvement .
Helpful Mechanisms: Irregular reporting and inconsistent communication practices highlighted the need for more structured coordination and information sharing .
Facilitating Communication and Resolution
Following the data collection, the OD practitioner held a feedback session with all coordinators to present the findings and initiate dialogue. This session aimed to mirror the diagnostic data back to the organization and foster a collaborative environment for discussing potential solutions .
Outcomes and Reflections
The feedback session led to several positive outcomes:
Improved Communication: The establishment of regular meetings and structured reporting mechanisms improved information sharing and coordination among coordinators.
Enhanced Trust: Addressing the trust gap between old and new coordinators through team-building activities and open dialogues helped create a more cohesive working environment.
Strategic Alignment: Clarifying the organization's purpose and strategic direction, with a balanced focus on rights-based advocacy and developmental work, aligned the efforts of all units towards common goals .
Implications for Organizational Development
The case of Adhikar demonstrates the importance of comprehensive OD interventions in addressing structural, relational, and strategic challenges in NGOs. Effective communication, structured reporting, and trust-building activities are essential for improving organizational cohesion and effectiveness.
Conclusion
Organizational development interventions are crucial for enhancing the efficiency and impact of NGOs. The experience of Adhikar highlights the value of diagnostic data, feedback sessions, and collaborative problem-solving in transforming organizational performance. At OrgEvo Consulting, we specialize in providing tailored OD interventions to help organizations navigate change and achieve their strategic goals.
Connect with OrgEvo Consulting
OrgEvo Consulting offers comprehensive services in organizational development, including leadership consulting, strategic planning, and team building. Our customized interventions are designed to enhance organizational efficiency, foster collaboration, and drive social impact. Contact us today to learn how we can support your organization.
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