Organization Development Systems, Inc. is a management assessment, consulting, and training firm. By providing options for productivity through people, we help clients manage change to enhance organizational, work group, and individual effectiveness. Since 1980, we have been respected for two key reasons; the skill and integrity of our asociates and the extensive experience we have acquired working with diverse client systems.

Motivating people, managing change, and delivering results are the focus of the O.D. Systems approach. The cornerstone of our work is assessment. Our experienced consultants help clients examine operational systems, identify challenges, present solutions, and monitor implementation.

We also provide targeted training to facilitate systemic organizational change in a systematic and strategic manner. We continuosly update our curricula with best practices and inovative strategies. This approach enables our clients to save time, energy, and money.

A Typical Situation – Begin by building trust

Beginning in 1993, we were asked to provide assistance to a new IT client. Employees on the operations side of the house felt like they were treated like second-class citizens because their training and education were not at the levels of their software development counterparts; customers were complaining because the developers were giving them software which was not meeting their needs—besides which, it was unnecessarily complicated to use; developers were not cooperating with the operators who wanted systems access to make simple changes in the code; the system itself was down 30% of the time; and, employee retention was fast becoming a problem. The situation was described as "a mess" and a new division manager had been hired to straighten out the problems. After three months on the job, the situation had only worsened.

The division manager´s boss, who had been using our services since 1990, recommended bringing in O.D. Systems. When the manager met with us for the first time, his skepticism and resentment toward using a management consulting firm were apparent. He felt like a failure, and was not sure he could trust us. For the past seven years, the relationships we have built in supporting the manager, the people in his division, and the customers they serve, serve as a great example of why clients choose to work with us. We worked together to provide timely, creative, and resourceful options for managing complex change. And, over time, we built trust. In fact, trust is the single most important factor in our approach to working with clients.