Organizational Development Toolkit

This article was originally published May 2018, in the WorldWide Coaching Magazine.


The best organizations strive to align processes with organizational function in a fashion sturdy enough to support what a company desires.

Most business coaches experience seasons where clients examine such topics. Likewise, we at SoulSalt support clients when they need or want to develop their organization to the next level. Organizational Development (O.D.) is often the term used to express the process a company moves through at such times.

In this Toolkit, we’re offering a check-list of “question cues” to help you formulate and support the big, expansive thinking that occurs during O.D. In addition, you’ll find one of my most valued links regarding the changes growing organizations experience over time.


Question Cues for O.D.

Ask these or similar questions as you support organizations re: Organizational Development efforts.

  • Which strategic thinkers can guide our project from a high-level vantage point?
  • Who could we include while we set the vision for the project?
  • Who could design efficiencies into our workflow?
  • Who could help us audit and re-engineer our processes?
  • Who, within our industry or our company, is a credible strategist?
  • Who can support us to read patterns in the data we gather? Who can support us to synthesize our data and make meaning of it?
  • Who will be in charge of projecting and measuring our results?
  • Who, within our industry, could act as an advisor to us at this time?
  • Who could support us to put language to our efforts so we communicate wisely and effectively to the organization during this development project?
  • Who are the credible influencers within our organization who help communicate and roll out our efforts?
  • Who can support us to integrate all the moving parts of our project?
  • Where do we need to hire consultants and experts? What kind of in-house expertise and experience are we lacking?
  • Who knows a ton about change-management?
  • Who are the most innovative thinkers? (Expand your scope: reach as deep as the janitorial staff and as wide as the person who just left the company.)
  • Who will support us to keep an eye on growing our culture as we move to the next level?
  • Who can help us identify and manage risk during our process?
  • Who will be our project managers?
  • Who can facilitate our decision-making processes?
  • Who will assist us to educate and train when necessary?
  • Who needs to coach and/or mentor us through our process?

On a final note, this month’s Toolkit (in my opinion) would be incomplete if I didn’t suggest you review one of Harvard Business Review’s most reprinted articles. Its content is rich and deep regarding the patterns organizations move through as they evolve from and revolt against their past. And, I must admit, this is the most shared article I have in my arsenal. I hope you find it useful as well: Evolution and Revolution as Organizations Grow by Larry E. Greiner via Harvard Business Review



Questions found on this list were developed from twenty years of experience coaching and working within organizations and knowledge gained while studying for various certifications. To learn more about the areas of expertise I consulted while crafting these questions visit:

Project Management Institute |

Organisation Development Network |

Creating We |