Using a comprehensive organisational development framework developed during the course of more than 30 years’ successful engagement in organisational capacity-building, Paul Doherty works to bring about constructive change in organisations whose purpose is to bring about constructive change in the world.
Organisational development concerns itself both with the effectiveness of an organisation and with the wellbeing of those who work within it. Increasingly, it also concerns itself with the responsibility an organisation has to a broad range of stakeholders in global society and to the integrity of the environment.
As a methodology, organisational development is essentially collaborative and involves a partnership between an external consultant and those who are charged with shaping an organisation’s future. The consultant can help by gathering essential information from inside and outside the organisation, by facilitating critical reflection, by supporting decision making and planning, and by enabling plan implementation and associated transitions of culture and practice.
The consultant may deploy a range of strategies, including research, consultation, group facilitation, training, coaching, conflict mediation, planning, practice development, and the promotion of workplace wellbeing.
As an experienced practice and executive leader, Paul Doherty has guided many major organisational transitions. As a consultant, he has also supported numerous client organisations on their journeys of change. His unique consulting framework ensures that organisational transitions are rooted in clear and accountable theories of practice. His approach combines a clear and systematic process of pathfinding with skilled facilitation of stakeholder involvement and excellent documentation.
With his extensive experience, Paul has developed valuable contextual awareness in a diverse range of practice fields. As a mediator and a specialist in workplace well-being, he is well-equipped to support organisations in which change is accompanied by tension, conflict, or challenges of adjustment.