case study on organizational development with solution ppt

Access to 13 certificate programs, courses and all future releases

Personal Coaching and Career Guidance

Community and live events

Resource and template library

18 Organizational Development Examples From...

18 Organizational Development Examples From Companies

Organizational Development Examples Cover Image

Organizational development (OD) meaning

Why do companies implement an OD approach?

Redefining organizational structures and reducing bureaucracy.
Becoming more productive, cost-effective, and competitive.
Expanding or altering the reach of a product or service.
Adapting to internal shifts or market changes.
Embracing digital transformation.
Refining procedures and processes.
Improving the work environment and people experience.

Organizational development examples

1. Techno-structural interventions

Examples of work and job design, 1. job enrichment at volvo, 2. 4-day work week at homerun, 3. organizational redesign at corning, 4. outsourcing by whatsapp, examples of organizational purpose and social impact, 1. lego’s corporate environmental initiative, 2. hope foods’ commitment to well-being.

2. Human resource management interventions

Examples of culture, employee engagement and experience, 1. employee experience rebuild at pwc.

2. Employer branding at Brother International

People development and talent, 1. upskilling at walmart, 2. leadership development at microsoft, 3. recruiting and developing leaders at marriott.

3. Strategic change interventions

Business transformation, 1. digital transformation at farmers insurance, 2. microsoft’s acquisition of linkedin, 3. the rebranding of dunkin’.

Performance and business impact

1. product discontinuation at hp, 2. performance management modifications at fedex singapore, 4 . human process interventions, 1. self-coaching at fujitsu ssl, team building, 1. virtual team building at myzone, key takeaways.

Organizational development is an intentional method for making strategic changes within an organization to help it adapt and become more effective.
Types of OD interventions : OD is carried out by implementing numerous interventions that can be put into the four categories of techno-structural, human resource management, strategic change, and human process.
HR plays a significant role in OD : HR is intricately involved with OD and oversees the implementation of many interventions. HR must work hand-in-hand with OD teams or even take charge of initiating OD.

Weekly update

Stay up-to-date with the latest news, trends, and resources in HR

Andrea Boatman

20 OD Interventions Every HR Practitioner Should Know

The advantages of job enlargement and steps to implement it.

What Is Job Enlargement? [A Guide + 3 Examples]

Definition of job enrichment and its benefits.

Job Enrichment: A Practical Guide + 13 Examples

New articles.

Top recruiting skills include interviewing, data literacy, negotiation, and resilience.

17 Recruiting Skills You Need To Hire the Best Talent

Ways to measure employee sentiment: Qualitative (interviews, focus groups), quantitative (surveys, metrics), and integrated.

How To Measure and Analyze Employee Sentiment (Plus Survey Questions)

30 60 90 Day Plan Template Featured Image

30-60-90 Day Plan Template & Guide [+ Free PowerPoint & Excel Download]

Subscribe to our weekly newsletter, are you ready for the future of hr.

Learn modern and relevant HR skills, online

Organizational development (OD) interventions: examples & best practices

In the world of organizational development, change is a constant process of discovery, analysis and action. An effective OD intervention can be one of the best mechanisms for creating impactful change and helping improve organizational efficiency.

The right OD intervention can help ensure you're solving the right problems, achieve your desired change velocity and also navigate any resistance. In this guide, we'll explore the different types of organization development interventions available to org dev teams and give you practical advice for implementing them along the way.

Design your next session with SessionLab

Join the 150,000+ facilitators  using SessionLab.

What are Organizational Development (OD) interventions?

Organizational Development (OD) interventions refer to a systematic and planned series of actions or activities designed to improve the overall effectiveness, health, and performance of an organization.

To simplify, an OD intervention is a process that is actioned in response to a need for change. You might radically redesign your organizational structure because of inefficiencies in how your org works together and achieves your goals.

If you identify a significant ongoing issue in how your organization operates, innovates or grows, this is often a trigger point for an OD intervention.

For example, if you struggle to find and retain the right talent, your HR and hiring teams might use an OD intervention to identify issues with job description or design, DEI initiatives or onboarding and employee happiness.

OD interventions are typically large in scale and are designed to have a major impact on key areas of how your organization operates. They require the coordination and efforts of multiple departments and the input of senior leadership in order to take effect.

OD interventions follow a process of identifying and exploring the problem, diagnosing the issue further and then carefully developing a strategy that considers people, processes and other organizational factors.

After crafting a solution in the form of a proposed intervention, then comes the challenge of actually enacting that change and then evaluating the impact of the solution.

In the above example, your org dev team would work with affected teams to understand the situation and build an action plan that may radically change the organization.

Perhaps you discover job design is an issue or that there is a communication gap between your SMT and the rest of the company that has left your employees feeling unheard and unvalued. Finding a solution that adequately addresses organizational challenges requires a thorough exploration and analysis of the problem at hand and the people affected.

While conducting an OD intervention can be a little overwhelming, with the right process you can improve organizational performance, take care of your people and create lasting change.

What are the 4 types of organizational development (OD) interventions?

Organizational development interventions can take various forms, and they are typically categorized into different types based on their focus and objectives. Some common types of organizational development interventions include:

Human process interventions:

Human process interventions focus on improving group dynamics within the organization and how teams work together. Group interventions are common here, and change managers working in this area will likely run workshops and facilitate team building interventions with a desire to improve dynamics and interpersonal relationships on the team.

Techno-structural interventions:

OD interventions in this bracket typically focus on improving team productivity and performance by leveraging new technology and by considering how an organization is structured. Typical actions can include deploying new tools to streamline team workflows, automating processes or shifting organizational structures in order to maximise efficiency and reduce overhead.

Human resource management interventions:

Human resource management interventions typically focus on developing talent, creating employee training plans and otherwise working on how your organizations sources, nurtures and develops your people. Diversity interventions and wellness interventions also fall under this banner and as such, they’re typically implemented and coordinated by HR teams.

Strategic change interventions:

Organization development interventions related to strategy can be the among far reaching and impactful when it comes to improving an organization’s performance. This kind of change often aims to be transformational in nature and is often actioned when the long-term survival of the organization is at risk or there is a desire to radically alter how a company operates.

While other OD interventions exist, as Cummings and Worley noted in their book, Organization Development and Change 9th Edition , most interventions fall under the four types of OD interventions outlined in this guide.

That said, this list is not exhaustive nor are these OD interventions mutually exclusive. The actions your organization will take to create meaningful change will likely feature elements of various intervention types.

When considering what changes and interventions might be most effective, try not to be pigeon-holed into just one type of OD intervention or restrict yourself to set organizational strategies.

Think about the desired end state of your OD initiative and conduct a thorough root-cause analysis to select the most appropriate intervention(s). After implementation, evaluate the efficacy of your actions and be open to using other types of intervention in your ongoing quest to improve organizational efficiency.

Human Process Interventions

The original, best known and most regularly deployed OD intervention are those which focus on human processes. These kinds of interventions aim to improve interpersonal, group and organizational dynamics.

Facing challenges with team culture, communication or conflict resolution between teams and individuals? OD teams will often run interventions in the form of soft skills training , team building programs and improving relationships between different departments.

These can be low effort, such as running a weekly games session for employees to deepen bonds and get to know each other better. They can also include long term programs for conflict resolution and soft skills training, culture committees or mentoring and coaching opportunities for your team.

I recall an early career moment where there was friction between sales and support. Both teams felt misunderstood by the other and were regularly coming into conflict. Not only did this affect team morale, but it also contributed to a decline in our CSAT score AND missed sales targets.

By helping the team understand one another more deeply and creating a clear, collaborative process of handling high ticket customers and sharing information, the issue gradually improved.

Examples of human process interventions

Individual interventions.

Interventions on the individual level can have a massive impact on not only a single person’s happiness or job satisfaction but on how the system operates as a whole. Individual interventions often take the form of one-to-one interactions designed to improve how a single employee relates to their work, their team and themselves. Common interventions at this level can include one-to-one mentoring, individual growth plans, buddy systems and work shadowing programs.

Managers or HR teams might work with specific individuals to help resolve conflicts, build skills or better integrate them into the team. Regular one-to-ones can inform this process, but an individual intervention is often called for when a problem is discovered.

A common trigger point for such an intervention is during an employee feedback process. For example, if a manager has received a lot of feedback from their team that suggests they aren’t managing well, they may get coaching from a senior leader to help them improve their leadership skills.

Team forming interventions

Group dynamics are an important aspect of how a team functions. Team forming interventions are focused on helping improve those dynamics, creating alignment and helping groups get to know each other more deeply in a safe environment. Interventions designed to help accelerate team cohesion and bring groups together are some of the most common you’ll run, and it’s likely you’re doing some of them already.

Common trigger points for such an intervention can include when a new team is formed, discovering problems with how a team works together or wanting to reassert team values and shared bonds. Team building events, participatory workshops and any shared activities that create opportunities for connection and trust are all common interventions in this area.

Workshops are among the most powerful formats for team forming interventions . When first bringing a team together, you might run a team canvas workshop to help a group align on their values, explore team dynamics and decide how they want to work together.

Alternatively, you might conduct a skills workshop where your team gets to ideate and learn something new as a group. In any case, be sure to support your process with the right workshop tools in order to create engagement and get results.

Purposeful team building activities are another key human process intervention. Simply spending time playing games, having fun or sharing our stories can have a powerful effect on team dynamics. The important thing is providing an opportunity for people to get to know each other more deeply, create bonds and grow together.

Intergroup interventions

When two different departments in your organization are finding it difficult to work together, an intergroup intervention is a great step. Mapping how the two teams would like to collaborate and deepening understanding of the challenges and specifics of each group’s work can help smooth things out and improve efficiency too.

In the sales/support example above, a combination of team building and process design was key to the intergroup intervention we undertook. Only by coming together and talking about the problems while also getting to know each other as individuals were we able to move forward.

For companies with few opportunities for inter-departmental work, simply bringing employees together for a team building activity so they can understand one another better is a powerful step towards change.

Tips for human process interventions

One size doesn’t fit all.

Whenever you’re working with people, it’s important to note that everyone is different and what works with one team or individual may not work for another . I recall an occasion where a company-wide team building activity (casino and club night) chosen by upper management was chosen without asking the team how they felt.

While some folks loved it, many people felt uncomfortable or were disengaged. The desired goal of improved team connections wasn’t met and instead, the group ended up feeling more fractured. Especially in the case of intergroup relations interventions, remember to include people from both groups and think about their varying needs!

Choose your intervention with the individual or group affected in mind and where possible, directly include them in the process. For example, an individual development plan should absolutely factor in how the person in question learns best and the unique context of the situation. Processes and systems are good, but don’t forget that the best outcomes arise out of solutions that have those people affected at heart.

It’s an ongoing process

One common mistake I’ve seen with organizations deploying change is to assume a single intervention will solve a problem forever. Human processes are all about relationships between people and teams. Like any relationship, these need nurturing over time.

While a single team building event can recharge the tanks and help cement bonds, without care and consistent attention, that hard work can be for nothing.

For example, let’s say you run a company values workshop to help create alignment on the future of the organization and improve company culture. Your team comes together to choose core values and everyone feels good at the end of the session. Then, 6 months later, you ask your team what your values are and nobody can remember what they are. Without follow-up actions and a process of keeping those values alive and present, the desired change in culture has been ineffective.

While most organizational development interventions are ongoing in nature, human processes can prove to be especially liquid and require extra attention from people throughout the system.

People are complex! Be sure to create systems to check-in on progress, continue the good work of an intervention afterwards and reinforce the change you wish to create.

Repetition is a key element of these processes so think not about running a single company event, but how to ensure you continuously build on your company culture.

Empower your managers

While large-scale interventions benefit from research, analysis and oversight provided by a change manager, some changes can benefit from speed.

At the human process level, line managers are often the first to see issues and spot opportunities for change. So why not give them the tools and permission to try and create positive changes for their teams?

For example, let’s say that a team member comes to you feeling overwhelmed and stressed because they’re having difficulty finding childcare. In the long-term, a company policy around childcare would be great, but that doesn’t solve the immediate issue for the team members affected.

At a human process level, proactivity and timeliness can make all the difference. Ensure your company policies and organizational culture support managers in making timely, responsible and effective interventions on behalf of their team.

As with any change process, be sure to log and track changes and reflect on the impact. In addition to alleviating difficulties for individuals and teams, smaller, fast-moving intervention techniques can provide important insights for company-wide initiatives.

Feedback loops are vital

Human systems are dynamic and ever-changing. Without feedback loops, it’s possible for issues or opportunities within those systems to go unnoticed. For some interventions such as coaching or mentoring programs, feedback is an implicit part of the process.

For others, change managers will need to create a process for gathering feedback in order to monitor, evaluate and improve OD interventions with the input of all stakeholders. Whatever system you use, it’s also vital that feedback goes both ways. Running a train the trainer course and giving your trainees feedback on their progress is important, but you should also get feedback about the program from trainees, managers and any other stakeholders.

When it comes to human systems, you’ll also find it most effective to have a system for gathering feedback well in advance of any intervention. Try to make giving and receiving feedback a consistent process for your teams and use tools to support the process where possible.

Visual representation of the ADDIE cycle - Analyze, Design, Develop, Implement, Evaluate.

Techno-Structural Interventions:

Techno-structural interventions aim to better align an organization’s structure, technology and processes with its goals and objectives. OD interventions in this area can be among the most far reaching for any org dev team and they’re often deployed when change feels paramount for a company’s survival or for maintaining a competitive edge.

Low growth, a rapidly changing market or key areas of a business underperforming? These can be triggers for a techno-structural intervention.

Tasks such as organizational restructuring, process redesign, job enrichment or even downsizing fall under this umbrella. Other common interventions for OD teams include implementing new tools and technologies to improve efficiency, streamline workflows and future proof the company.

In techno-structural interventions, there is often an emphasis on continuous process improvement. Switching to Agile or lean methodologies or embracing total quality management processes like Six Sigma, as made famous by their use at Ford Motor Company , are common tasks.

As large-scale processes that can include changing business direction or radically repositioning your product, these interventions can be a challenge to implement.

Without a change management plan, change can be slow, meet resistance or simply not catch on. Be sure to leverage the skills and expertise of change managers and senior leadership when conducting these kinds of interventions.

Examples of techno-structural interventions

Organizational restructuring.

Restructuring an organization means rethinking how some or all of your workforce is structured and operates . Who reports to who? Which departments fall under which manager and who is responsible for making decisions that affect different areas of the business?

Common triggers for an organizational restructure include a need for greater revenue or reduced costs, a desire to refocus or change company goals or a move into a new market.

Creating innovative new products or services or simply working to resolve issues with workload, resource management or siloing are also common interventions that require a technological or structural approach.

For example, in a small startup, it’s not uncommon for all of your developers and designers to sit under the same branch in your org chart with a single founding developer as their manager.

For a while, this works and then as you grow, you start seeing bottlenecks in your dev process, and there are too many direct reports for your founding developer to handle while also trying to innovate and place your product in the market.

At this stage, an organizational restructure will be necessary in order to ensure efficiency, avoid burnout and also ensure you have the right skillset present among your dev team.

Rapid growth or reduction in your team size is another trigger for a restructure. Sometimes, this might mean a single department may split or combine with others.

On other occasions, it’s necessary for organizations to completely rethink how the hierarchy of their teams works – for example, switching from a functional org structure, where each department reports to a department head, to a matrix structure, where cross functional teams are put together on a project by project basis.

Business process reengineering

BPR is a process of radically redesigning how your organization works. It’s a comprehensive model of analyzing, redesigning and optimizing your organizational processes in order to improve business performance.

This is particularly valuable for organizations who need to see significant change in order to remain competitive or where redundancies and inefficiencies in processes are creating massive costs or an inability to meet goals.

Organizations implementing a BPR intervention typically begin by mapping all current business processes and analyzing them for opportunities, gaps and issues. After validating ideas for improvement, the organization will design an ideal future state and begin moving towards it.

By definition, BPR is wide ranging in nature, and team’s working with this kind of intervention should not feel constrained with their suggestions. Removing redundant processes or implementing a new helpdesk to improve the efficiency of your customer support team might be enough to save costs, but what if you fixed the root cause of your largest customer issues or invested in self-serve support?

If your team is finding themselves coming up against the same problems even after a solution or quick-fix has been implemented, you may need to go further. That’s the perfect time for a more thorough and radical appraisal and solution process such as BPR.

Work design interventions

Work design interventions are used when an organization wishes to improve the content or organization of the work and responsibilities falling upon individual employees or departments.

The way our work is designed affects how we feel about our job our ourselves. The tasks, working hours or contact points associated with our role can have a massive impact on our overall motivation, engagement and stress.

We all want our teams to be happy and productive, and a work design intervention can cover everything from redesigning job roles and individual tasks, to finding ways to automate or improve processes that impact job satisfaction or productivity.

For example, let’s say that individuals on a team feel stressed because they have a large workload and don’t feel supported in achieving their goals. OD interventions might include redesigning job sepcs, allocating more resources, creating reward and recognition schemes or even improving autonomy and self management.

Deep understanding of the problem is key when considering work design interventions. Be sure to conduct interviews, run a focus group and implement a continuous feedback system so you can see problems emerge and understand whether team’s need more support, job control, enrichment, development opportunties or something else entirely.

Tips for running a techno-structural intervention

Document your current processes. .

While the ideal state is that your processes are well documented in advance of problems arising, it’s not uncommon for there to be gaps in your documentation when you get around to thinking about interventions. In fact, it’s entirely possible that one of the first steps of the problem analysis and diagnosis stage will be to document any missing processes.

Before you start implementing a new process, be sure to take time to understand how your organization operates now. Try to map your processes from end-to-end and be sure to capture all the actors involved in the system. Redesigning a sales process without thinking about how it might impact your support team is a surefire way of causing new problems.

When documenting, be sure to involve stakeholders from across the organization so you can gain an accurate, in-depth picture of your processes. Not going deep enough or speaking to the people who actually enact or work with a process is another pitfall you can avoid by simply speaking to the right people.

Moving forward, aim for each team to document your processes as a matter of habit and ongoing improvement. Not only will it help any changes be smoother should you need to make them but it can help surface issues and opportunities more quickly.

Use a proven framework and do your research

Changing the structure or processes or a large organization is a difficult undertaking but you are not the first person to encounter this challenge. Lean on proven frameworks and the work of other thinkers, experts and organizations.

At SessionLab, we transitioned to an EOS framework to help us nail down our strategy, create a new org chart and organize our work . We found that the structure, advice and existing knowledge around EOS allowed us to make better decisions, transition faster and focus on implementation, rather than trying to come up with an entirely new solution.

No two organizations are the same but there’s something to learn from how others have changed for the better. Try looking at how successful organizations at a similar maturity or size to your own operate or better yet, look at those that have solved some of the challenges you’re facing. Join a masterclass or community – the ongoing support and insight of peers can also be invaluable in actioning change.

Session Planner full view with blocks and notes

Run workshops to surface insights quickly and collaboratively

When thinking about introducing new processes it’s imperative that you first explore and diagnose a problem correctly . When it comes to how teams and departments operate, it’s not uncommon for hidden variables or unspoken actions within the system to be at the heart of your issues. So how do you bring them out into the open and encourage openness from your team?

Speaking to major stakeholders and business people across the org is vital, but it’s often not enough to just send out an email asking for input.

Workshops are some of the most powerful intervention techniques available to change managers and org dev teams. Ideating on possible solutions collaboratively is often a more effective way to truly discover the root cause of issues and create solutions that account for the people who will be most affected by the process you are changing.

SessionLab is an effective tool for designing and delivering the workshops that you’ll use to support your OD intervention process. Invite stakeholders to co-create your agenda in real-time and involve them in the change process. Save time designing your key workshops and ensure your process is efficient with SessionLab.

Human Resource Management (HRM) Interventions

HRM interventions concentrate on developing and managing human resources within the organization. Examples include improving hiring processes, creating and reinforcing diversity, improving performance management processes and building opportunities for career development. People are one of the most important parts of how an organization functions and HRM interventions are designed to directly impact the people working in your company.

As the name would suggest, these kinds of interventions are often deployed by or in conjunction with HR teams in response to difficulties with hiring or retaining staff, employee satisfaction or problems with performance.

Effective change tracking, strong feedback loops and good communication are essential elements of a successful HRM intervention. Programs and initiatives that form the backbone of human resource development – such as wellness or training programs – are ongoing in nature.

You’ll often find that such an intervention takes time to achieve its chosen goal and the strength of your research is a key element of success. Purposeful interventions that incorporate the direct input of your employees are more likely to be fit for purpose and create long-lasting change.

Examples of human resource management interventions

Employee wellness interventions.

Staff are reporting high levels of burnout and managers are noting that their direct reports are feeling overwhelmed or stressed. This is the perfect time for an employee wellness intervention.

While HR teams might also consider job design and other factors, these programs most commonly involve the creation of new opportunities and programs designed to alleviate issues and improve the health of your team.

Some common strategies include creating new employee benefits linked to health and wellness . Cycle-to-work schemes, free gym memberships and budgets to support employees in improving their own wellbeing can all have positive impacts on team wellness.

You might also provide opportunities for staff to access company healthcare and counselling. On the lighter side, creating a budget for healthy lunches and office snacks, giving opportunities to volunteer or exercise on company time can also have an immediate impact.

While the same is true for most interventions, employee wellness programs absolutely require the involvement of everyone on your team when choosing what to implement. A poorly designed or unfit for purpose intervention can quite easily have a negative impact on wellness.

Let’s say you create a scheme where everyone in the office gets a free healthy lunch. Great for your onsite team, but how about your hybrid and remote employees? If you don’t offer a similar benefit or take them into account, they could feel less valued and overall wellness could suffer.

Performance management interventions

Managing and hopefully improving the performance of your team over time is a necessity for any successful business. But what about if the problem you uncover issues with staff performance or a lack of process for tracking and improving the performance of your team? Time for a performance management intervention.

For some organizations, such an intervention might include actually setting up a performance management system and ensuring that every member of staff is given frequent feedback and opportunities to improve. For others, this might mean enabling managers with better tools and processes or creating reward programmes to encourage higher performance.

Coaching, mentoring and the unblocking of other issues that might impact employee performance are also key tasks that can be part of a performance management intervention.

A key part of a successful performance management intervention is truly understanding the root cause of an issue. Underperforming staff may face issues with job design, internal or external pressures or may not have even been given feedback or an opportunity to improve before.

Try not to jump into the deep-end with punitive measures unless you’ve already taken a more holistic approach that gives staff the feedback, tools and opportunities they need to develop.

Talent development interventions

As a company grows and roles change, it’s not uncommon to discover that your team has skill gaps that need to be filled. You might find that a changing market means that key competencies need to be updated or supported with new training. Or you might discover that people are unhappy with the pace of their career development and are leaving the company as a result.

Talent development interventions are all about managing and developing your team so they’re better positioned to do their jobs, grow in their careers and stick around.

Common talent development interventions include designing new training programs and coaching opportunities, personal growth plans and even reconsidering how you onboarding, compensate and promote members of your team. These kinds of interventions also extend to rethinking how your HR team goes about attracting and hiring new team members.

Any time you are struggling with team performance, remember that the solution is only as good as the analysis of the problem. Talk to team members at different levels and who have been with the company for different lengths of time.

Only once you’ve truly identified the root cause of the issue can you implement an intervention that will serve everyone on your team and prevent issues from occurring in the future.

Tips for running HRM interventions

Engage people throughout the organization .

Any intervention that directly affects your team should get some level of input from the people being affected. For some interventions, it’s absolutely paramount to source input and get feedback from your employees.

For example, a wellness program for your remote employees without the input of remote team members isn’t likely to serve their needs.

Underperforming sales team? Rather than making an assumption at a management level, talk to your sales reps and see what they think the issue is. Not only are these people more likely to be able to identify the root cause of a problem, but they’re also instrumental in actioning any given intervention.

Engaging people early in the process is helpful for getting buy-in and removing barriers to change. Don’t keep your change discussions entirely confined to management meetings and get input when you can, so long as it’s appropriate.

Support your process with data

Human-process interventions can sometimes be kickstarted by qualitative data : anecdotes about how people on the team are feeling or gut feelings from management about burnout or stress. While these kinds of comments and discussions are vital, it’s also important to back-up any change with data and processes to determine the viability and success of any initiative.

The gut feeling about a problem is likely onto something, but without data of some kind, it can be hard to be confident that your solution is the right one to support your wider business strategy.

For example, before making a large-sweeping change to working hours, maybe survey your team to find out if that works for them. Want to roll out your marketing training program to other teams? What data about team performance and employee satisfaction do you have that supports that decision?

Feeling like your hiring process is bringing in a large number of low quality interviewees and want to make a change? Check out industry standards, compare across job roles and back up your feelings with hard data wherever possible.

Start measuring employee KPIS before the need for an intervention

While some challenges are difficult to predict, HR teams are in a great position to pro-actively source input, monitor employee happiness and prepare for wider change.

If you’re already using a performance management system, it’s easy to start tracking how your team feels, see the efficacy of personal development plans and monitor things like onboarding efficacy and retention.

If you’re not, it really pays to start measuring employee sentiment and refining your feedback loops so that you have something to point to if the need for a HRM intervention arises.

Even something as simple as a monthly employee satisfaction survey can help your HR team see issues coming, track changes over time and also create an ongoing channel for surfacing opportunities for improvement.

Properly resource line managers

Managers across your organization are vital parts of making any HRM intervention a success. Whether they’re directly involved as a result of overhauling performance management processes or indirectly affected because of changes to flexible working hours or giving back schemes, your managers often have extra work or overhead created by HRM interventions.

Don’t underestimate the impact and ripple effects of even the smallest interventions. Line managers are often the frontline in actioning change or hearing misgivings from employees. They can often be those people who pick up slack within the system.

Be sure to take this additional workload into account and create extra resources and support processes for line managers . Consult them before any changes are rolled out, involve them in the process as much as needed and think about how to make it easier for them to implement and support processes when engaging with their teams.

Strategic Change Interventions

While other organizational development interventions can operate on the individual to small group level, strategic change interventions are more far-reaching in scope. These interventions are designed to analyze and radically redefine how an organization functions or what it hopes to achieve.

An organization might reconsider its vision or goals because of changes in the market or because the team has conflicting ideas about their shared missions or core values. Other times, the changes can come about because of issues preventing a company from meeting their goals, such as how a team is structured or how a culture of innovation is nurtured.

Interventions that impact core business strategies are usually undertaken when the survival or competitive edge of a business is at risk. Strategic change can be prompted by internal or external factors, but they’re very rarely taken lightly. The desire is for a massive improvement in how the company functions and the work required is often massive in scale too.

Done right, however, and companies who deploy these interventions can create incredible innovation, reverse falling revenue forecasts and radically improve employee happiness too.

Examples of strategic change interventions

Transformational change interventions.

Examples of interventions for transformational change include a top-to-bottom organizational redesign, perhaps in response to a changing environment, a major pivot or a desire to enact meaningful culture change.

Dangers to the long term viability of the business, major competition or market shifts can be a common trigger for a transformational change intervention. You can also find that analyzing challenges to employee retention can uncover an issue with company culture that only a massive change and restructure can improve.

Expect transformational changes to radically alter how a company operates, shifting the status quo and transforming the organization into something that is better positioned to achieve its goals.

Continuous change interventions

Continuous change interventions are designed to help an organization make minor improvements on an ongoing basis. Creating a culture of learning, developing an experimental, continuous growth model or creating space for innovation and cooperative structures are common actions taken here.

Trans-organzational change interventions

Trans-organizational change refers to interventions where two or more organizations are involved. Mergers and acquisitions fall under this umbrella though major business partnerships are also an example of a task that might require an OD intervention.

Tips for implementing strategic change interventions

Map your systems and organizational structure.

Before you decide where to take your organization, you’ll need a clear view of where you are right now. Activities such as Systems Mapping are a great first start for any intervention but they are especially valuable when considering large-scale strategic change.

Not only can you more accurately assess the scope of what you’re doing, but you can also draw out where changes need to take place.

Try creating a map of your organization with a process of systems mapping to better understand and enact your proposed change. These are workshops dedicated to drawing out (and actually drawing) all the stakeholders and other elements (such as suppliers, for example) that compose the wider system of which your company is a part.

Systems Mapping will help your teams look at the big picture and figure out best place to intervene.

Get outside help

Enacting or even deciding whether to undergo a major strategic change is a significant undertaking. Experience and expertise is invaluable in making a change process a success and when conducting major organizational change, a consultant or agency can make all the difference.

Receiving advice from someone who has enabled change for dozens of companies and has seen many processes from inception to completion is invaluable. They’ll help you ask the right questions, show you a proven framework for change and also help you navigate any roadblocks. Consultants are also adept at working around unintentional biases or assumptions that can form as a long-term employee.

If you want to improve your change velocity, feel confident in the changes you’re making and streamline the change management process, professional assistance is absolutely worth investigating.

Remember that big changes take time (and sometimes multiple interventions)

Strategic changes can involve upending how your company operates, thinks about its culture or how it positions itself in the market. While a single intervention might help you successfully restructure your team, it will take further work and careful management to help those teams thrive in the new environment.

Committing to large-scale organizational change means committing to a process that will take time, consistent effort and potentially further interventions along the way. Prepare your teams and managers for a long, ongoing process and be sure to check in along the way.

Shifting your target customer base for example, might require your sales and marketing teams to radically rethink how they source and talk to customers. While the eventual change might be great, don’t expect to see a complete upswing overnight. Be sure to take this into account when setting targets and when managing your people.

Set expectations accordingly and ensure there are feedback and support systems in place for your team while such large scale changes are in action. Run effective team meetings to keep track of what’s happening and ensure stakeholders can synchronise effectively.

More tips for a successful OD intervention

Organizational development is a complex process that can test even the most seasoned teams . The good news is that you’re not the first company undergoing a process of change and there are a heap of best practices and tips you can use to help you achieve your desired change.

We’ve included tips for each of the different types of OD intervention above, though we also wanted to share some additional OD best practices that should help, regardless of the kind of intervention you’re running.

Carefully assess the current state of the business

Designing and deploying the right OD intervention means gaining a thorough understanding of where your business is currently at. Not only will you need to determine what needs to change, but also gain an understanding of drivers and potential blockers to that change.

Failure to do this properly can result in slow or unsuccessful change. It can even lead to changes with unintended consequences or negative effects.

There are various tools for assessing the state of the business. A change management framework is one such tool, though you’ll likely synthesize everything from stakeholder input, current business performance, risk assessments and other situational analysis tools.

The key here is to ensure you deeply understand the system being changed in order to propose the right change and have the resources and environment to make it happen.

Find the root cause of your problem

Long lasting change comes from a deep understanding of the root cause of an issue. Facing challenges with high staff turnover and low morale? Bringing in free snacks and reducing working hours over the holidays might have a short-term impact on employee happiness, but it’s unlikely to truly solve the issue.

Whenever engaging in an organizational development process, be sure to go deep enough to truly understand the cause of an issue before enacting change. Don’t rely on assumptions and talk to your team, often multiple times while conducting a root cause analysis.

Review performance data and thoroughly analyze what you find. (Sometimes, it’s enough to just keep asking why!) If in doubt, run a problem solving workshop to truly surface what’s going on and create a safe space for uncovering issues.

Not spending enough time analyzing an issue is a potential pitffall for any organization seeking to improve. Without finding the root cause of organizational issues, it’s entirely possible to treat the symptoms rather than finding a cure. Avoid this by going deep, involving people across the organization, backing up ideas with data where possible and be ready to challenge your assumptions.

Fishbone Analysis #problem solving ##root cause analysis #decision making #online facilitation A process to help identify and understand the origins of problems, issues or observations.

Have a clear purpose and end-state

People are more likely to get behind change when they know exactly what it is they are working towards. The purpose of an intervention should be clear, focused and simple to explain. If you can’t easily explain why you’re making a change or it’s overly complex or unclear, chances are you’re trying to do too much or you don’t have a clear understanding of the problem you are trying to solve.

Clarity of purpose helps ensure that you are taking the right actions and that your change will be successful. Decision making gets easier when you have a clear purpose too. Does this support our purpose and will it help us achieve our goal? Yes: let’s do it. No: either we don’t do it or it could be the focus of a separate intervention or change initiative.

In addition to a clear purpose, it’s useful to have a desired end-state in mind when conducting any organizational development activities. What will the business look like when you’re done? How will you know your change has been a success?

Asking these questions helps you align and focus your actions while also giving you a means to evaluate the impact of your process. An exciting, aspirational end-state is also invaluable when it comes to getting support for your intervention and reducing possible resistance to change.

Align interventions with organizational goals

Successful change requires many moving parts across your organization to be working in tandem. Your organizational goals or mission are often the north star for anything your team does, including any development processes. Often, the simplest way to determine the right OD intervention is to ask whether it helps your organization better achieve its goals. If the answer is yes, then it’s a great candidate for action. Aligning your interventions with your greater goals can also help ensure that the team is able to get behind them and understand why the intervention is being run. For example, let’s say you’re an NGO whose mission is to help provide learning opportunities for disadvantaged folks.

Interventions that are aligned with that organizational goal, either helping your team reach more people with better tools or clearly improve your team’s ability to do their core tasks are much more likely to succeed than interventions that seem tangential or don’t support that core mission.

Work backwards from your ideal future state

A common facilitation technique for creating change is backcasting, or imagining an ideal future state and working backwards to decide how to achieve it. Often, the prospect of organizatioanl change can leave teams overwhelmed with how to achieve it or be unsure of how their actions might result in a desired change.

Working backwards can simplify the process, reducing noise and help crystallize your shared purpose. By thinking big, you can often find that the ideal steps towards change become more clearer.

An aspirational future state can also be an effective tool when getting stakeholder buy-in. A shared vision gives everyone a clear target and it’s easier to align various actions around an organizational goal they believe in.

Backcasting #define intentions #create #design #action Backcasting is a method for planning the actions necessary to reach desired future goals. This method is often applied in a workshop format with stakeholders participating. To be used when a future goal (even if it is vague) has been identified.

Communicate effectively

Resistance to change can often come as a result of poor communication or a lack of understanding about why a change is being implemented at all. How you talk about your OD intervention is an important part of ensuring that stakeholders and those affected get behind the initiative.

When rolling out your OD intervention, create a communication plan and be sure to highlight the purpose of the proposed change. For example, rolling out a personal development program without context can cause confusion or anxiety. Is this a genuine desire to improve career prospects and employee fulfilment, or is there an issue with my performance and is my job at risk?

Clearly communicate why and how you’re making changes, create documentation that is easy to access and create space for questions and answers too. By providing a clear vision and purpose for such a program, you can make it easier for everyone involved to get involved and help your change take root.

Be wary of analysis paralysis

Thorough analysis and careful planning is an integral part of leading an organizational change. But is it possible to do too much?

For some teams lacking in confidence or expertise, it’s possible they delay making changes or continue to analyze and weigh up options even when the path is clear. It’s a tough balance, but spending too long assessing when a case for change is clear can actually undermine the process or create barriers to change.

You can mitigate this potential by following a proven framework, having clear organizational timelines and by bringing in consultants to help increase the velocity of your process. In other cases, it’s a matter of using an 80/20 principle or using a bias for action methodology to make a decision and move forward.

If your company is just starting the process of organizational development, it’s natural to want to tread carefully. Just be certain that your process is efficient and that your team’s anxieties are aired and don’t get in the way of progress.

A group of people looking at a poster with notes on it

Get started!

In the case of small interventions or change processes, you can often adopt a more lightweight process and get started more quickly. You may not need to mobilize your entire change management team for a localized intervention. You might also find that you can gain confidence in a proposed change without performing a top-to-bottom situational analysis.

Change can only happen once a process is set in action and in some cases, it’s worthy to just get started, monitor the results and empower your teams to be proactive. This is different for every organization and while it’s common for small teams to be more agile, large organizations often have more red-tape, and with good reason.

Recognise the specific circumstances of your organization and review every OD intervention you perform to see how you can do better. If your changes are successful but your team feels like you spend too long assessing when things were clear early in the process, that makes a good case for trying to streamline your process.

Not every change needs a large intervention

In my experience, the thoroughness of the process directly correlates to the scale of the proposed change. Over-engineering small-scale change processes can create unnecessary friction or lead to frustrated team members. This can cause just as many problems as under-engineering a large scale intervention and developing a poor solution. In doubt about a small, low–risk change but don’t want to block an enthusiastic team mate? Call it an experiment and monitor the impact. Sometimes, you can learn more from just getting started, rather than adding it to a massive organizational to-do-list.

In any case, it’s worthy to explore how you can create continuous change by engaging your team proactively in the process. Teams are vital actors in any change process and by empowering them, you can often avoid future issues and ensure opportunities are taken where possible.

Leaders are integral

Without leadership support, organizational change can struggle to get traction. Everyone from senior leaders to line managers are instrumental in helping change be a success. This might include modelling changes yourself by attending skills workshops, volunteering or cycling to work in line with sustainability goals.

Often, leaders and line managers are also responsible for tracking employee sentiment, keeping change processes front-of-mind and helping employees adapt to change.

Without leadership backing, change can be slow or ineffective. Get them onboard early and give them the tools they need to brief and support their teams and they can help any change process be smooth and purposeful.

Leaders aren’t just important when helping enact change. During the early stages of an org dev process, leaders are often key stakeholders in research and analysis tasks. They’re well positioned to provide input, spot additional risks and see dependencies you might not.

Engage leaders throughout the organization as early as possible and keep them in-the-loop. Change doesn’t just come from your senior management team! Even the most well-designed OD interventions can fall down if logistics or team workloads don’t align with the process.

Acknowledge the additional workload of change and plan accordingly

Change is hard for most living things, humans included. Whatever the level of involvement in planning, enacting and evaluating organizational change, the process can create additional work or mental load for those affected. Acknowledge this and be proactive in order to support your team and remove potential barriers to change too.

This might look like simply reducing workload in other areas to create space for change, creating support structures or otherwise addressing the unique pain points that might come up in the process.

Sometimes, even an acknowledgement and group discussion about change can be sufficient to clear the air and give teams the opportunity to suggest ways to counterbalance any increased workload.

Use measurable metrics for success

Measuring the effects of change is an integral part of organizational development, but how can you ensure you are measuring the right metrics and have confidence that your change has been successful?

KPIs and data-based measurements are your friend here. Seeing a clear change in revenue, customer satisfaction or staff turnover in numbers can provide verifiable proof your change has been successful. That said, think about sourcing both qualitative and quantitative data where possible.

Staff might anecdotally report lower stress in a one-on-one meeting, but how are sick days trending since you implemented the change? Revenue might be up, but did your sales team bag an enormous contract that has skewed data?

It’s also important to decide on the metrics of success before you implement any change. You’ll want to use metrics that will be directly affected by what you’re doing and align your actions accordingly.

It’s also vital that you actually have the means to measure what you want to measure and ideally source existing data to serve as a point of comparison. If you’re conducting an employee wellness program to lower stress, see if you have previous surveys or performance metrics to serve as a baseline. Using a combination of leading and lagging indicators can also be helpful. For example, a leading indicator for the efficacy of your wellness program might be how many people take advantage of new services on a weekly basis. If more people take advantage of the services, you’d expect to see lower stress – great, but it’s only one piece of the puzzle.

A lagging indicator might be how many staff are reporting high stress levels in a monthly employee survey or even the productivity levels for a team or department. With a combination of these kinds of metrics, you can not only determine if your change has been successful, but also see where in the process you might make improvements.

Use tools to support your process

Successfully implementing an OD intervention strategy means organizing tasks, project managing the process and evaluating its impact. It’s a lot of work that can be streamlined by using the right tools.

Use change management software to optimize the end-to-end process of an intervention and improve the velocity of change you’re enacting.

It’s also worth recognising that various barriers to change can be mitigated by using efficient processes and bespoke tools. When committing to creating impactful organizational change, invest in tools that will help you achieve your goals faster and more efficiently.

With SessionLab, you can create stakeholder workshops and braining storming sessions in minutes. Drag and drop blocks to create your session. Invite collaborators to co-create your design in one-place and make changes with ease.

Developing a new learning program ? Create your ideal learning flow and invite your course managers and subject matter experts to collaborate in one-place.

Innovation experts and consultancies have found SessionLab to be a vital part of creating change for their clients. Get started for free and save time and effort in your session design process.

Evaluate & adjust

Once an intervention is complete, it’s time to evaluate. Using your carefully chosen success metrics in combination with stakeholder input, you’ll determine if you’ve achieved your goals and if not, how might you change or adjust your intervention to do so.

While it can be tempting to see a green KPI and call it a day, proper investigation of why you were successful can help ensure you can repeat that success in future. It can also help your org dev team improve their processes and fuel the next intervention too!

And how about if you feel the need to make changes in the middle of an intervention? However well you’ve designed and run a change process, it’s possible for something unexpected to occur or for additional elements to emerge. Be sure to have a system of checking-in on progress and adjusting where necessary.

Use your KPIs, talk to your team and create open channels for feedback . In some change processes, you might freely adjust throughout the process or you may want to complete the entire intervention before properly evaluating and making changes.

For example, if you’re running a series of soft skills workshops and discover that employees are struggling to engage, the workshop facilitator might take a different approach in order to fulfil the needs of the intervention and you might adjust the program as a result.

On the other hand, if you’re rolling out a new interview process with your HR team and they’ve had some feedback that it’s too long from a few participants. It might be too early to make changes when the success of the intervention is the quality of the final hire.

Whatever your process, thorough evaluation is necessary to first determine the success of your intervention and then enable your team to make the right adjustments. Ensure you have the means to collect data and input from your team in order to evaluate well early so that you aren’t picking up the pieces later!

Conclusion

OD interventions are a key tool for any company wanting to improve organizational performance, stay competitive and create meaningful change.

Whether it’s finding ways to improve employee development, implement new tools or radically restructure your team, we hope that this guide will help you take the first steps in creating your intervention strategy.

In my experience, while the distinctions between different types of group interventions are useful for understanding the role of organizational development and what tools might be available, they are not mutually exclusive.

For example, fixing a complex problem like low employee satisfaction may include a combination of human process, human resource management and other change strategies. As with any change process, the solutions used should respond to the specifics of the challenge and situation you face.

Your own OD intervention strategy will likely feature elements of various intervention types and in truth, OD interventions are most successful when tailored to the organization at hand and the problems they are facing. Looking for more resources? Discover how change management software can help facilitate successful OD interventions and improve organizational effectiveness.

Running workshops as part of your group interventions? Explore how to create engaging and impactful sessions in this workshop planning guide.

James Smart is Head of Content at SessionLab. He’s also a creative facilitator who has run workshops and designed courses for establishments like the National Centre for Writing, UK. He especially enjoys working with young people and empowering others in their creative practice.

Design your next workshop with SessionLab

Join the 150,000 facilitators using SessionLab

Client Member Area Login

LRI provides its clients with an exclusive Client Member Area, which contains tools used by LRI consultants to strengthen teams and organizations. These tools range from PDF worksheets to video courses and supplemental training materials.

Username or Email

Remember Me

Are you an LRI consulting client? Request client access by emailing [email protected]

Case Studies

Food Co-op Engages Its Members

“There was no way to move forward until we could build consensus around a plan for the future of this organization,” said Paul Cultrera, general manager.

“Things were so bad,” said then board of directors member Peter Keat, “that we literally felt paralyzed as an organization.”

With tensions running high, Cultrera interviewed Eric Douglas of Leading Resources Inc. (LRI). Cultrera was impressed by Douglas’ track record for managing change and gaining consensus within large organizations. “I was looking for someone with really good communication skills,” Cultrera said. “Someone skilled at working with diverse constituencies.”

D2K: Establishing Trust as a Foundation for Long-term Growth

Together Douglas and Cultrera mapped out a five-stage process they called “Directions 2000” or “D2K.” The process was carefully crafted to engage as many member-owners as possible in a productive dialogue with management and each other. At each stage of the process, Douglas guided the participants toward an understanding of the complex business issues under consideration while improving their communication and problem-solving skills. Because the issues were complex, and emotions were running high around the issue of expansion, flexibility had to be at the heart of the process itself.

“Eric has experience working with large, fractured groups, so he was able to bring people together in a constructive manner,” Cultrera said. “As we got into the process and realized that changes needed to be made, he was flexible. He didn’t have a tremendous amount of ego tied up in his own process.”

Stage 1: Identifying Basic Values

“I sat through all 13 of these ‘listening’ sessions and hardly said a word,” Cultrera said. “Eric facilitated them tightly, to the extent that there was a program – but loosely, to the extent that people were able to express themselves very freely. It took me out of it, so there wasn’t this perception of the general manager pushing this thing where he wants it to go.”

Stage 2: Casting a Wider Net

Using input from the focus groups, LRI drafted a survey with 50 questions about values and visions and distributed it to all 7,000 Co-op member-owners. LRI’s analysis of the 1,645 returned surveys confirmed that pricing was most important to members. Member-owners were evenly divided on the question of whether to expand to additional locations. A third issue that came into focus from the survey was the 5% member-owner discount: Owners did not want to give it up, even if it meant they paid higher prices in the store.

Stage 3: Moving Beyond Conflict to Strategy

With the survey data in hand, a group of 25 people – comprised of 15 member-owners, seven members of the Board of Directors and three members of management – began working together as the D2K Planning Team under the guidance of LRI consultants.

Within a few weeks, the team had defined the purpose and values – what Douglas calls the “strategic foundation.” The team then faced the question of vision – and the deep conflict over whether or not the Co-op should expand to a second store.

As a first step, Douglas broke the drafting committee into two teams to generate deeper discussion. The resulting dialogue between the teams ultimately led to a draft vision that called for the Co-op to extend its services “to as many people as possible in the communities we serve.”

“This vision was based on a philosophy of inclusion,” said Keat who was a Planning Team member. “The Co-op offers something very special in the quality of its products, its support for local farmers, and its reliance on cooperative economic principles. Our vision was to share that.”

“We tested this vision again and again within the Planning Team,” Douglas said. As they grew more comfortable, team members used a combination of brainstorming exercises, management input and survey feedback to develop seven key goals to achieve the vision. LRI consultants carefully translated their decisions into a draft strategic plan.

Stage 4: Honoring the Process through Feedback

The resulting feedback was overwhelmingly positive. More than 95% of those responding said they supported the process. More than 90% said they supported the vision.

“Based on our previous experience, I thought we might get 55% in favor and 45% opposed. And then we’d be stuck where we were at the beginning,” Cultrera admitted.”Instead, we got a very high approval rating of each individual piece of the plan.”

Even more surprising: “Many of the member-owners who approved the plan had only been touched tangentially by the process – through taking the survey or reading about it in the Co-op’s newsletter,” Douglas said. “But because they had been touched, they supported the change.”

Stage 5: From Approval to Action

After unanimously voting to approve the plan, the Board handed it over to management to implement. “It makes my job as general manager a whole lot easier,” Cultrera said.

“Now, when we run into pockets of controversy or resistance, it’s very easy to say, ‘Well, thank you. I really appreciate your input. But we heard from a lot of people who said this is what they want us to do.’ I feel like when there are other issues we need to face on a nitty-gritty level, we can call that process up again.”

Roadmap to the Future: From Plan to Action

That opportunity was right around the corner. Fresh from the D2K victory, the Co-op again hired LRI to implement one of the plan’s key initiatives. This was the hot button issue of deciding whether to keep or modify the 5% member-owner discount.

True to the D2K process model, Douglas and Cultrera ensured a high level of member-owner involvement at every stage.

They convened a half-dozen “focus groups” to educate member-owners about the impacts of the discount. As with D2K, a Planning Team representing a broad spectrum of viewpoints was selected by LRI to explore alternatives and make a recommendation to the Board.

“At that point, we ran up against the fact that grocery store finance is not easy,” said Douglas. “Yet the team had to learn it in order to make a cogent decision.” For example, the Co-op marked up prices for most items beyond the normal operating markup to support the 5% member-owner discount. This meant higher prices throughout the store and placed the Co-op at a competitive disadvantage with other natural food store chains in the market.

“There were lots of questions and concerns,” said Barbara Mendenhall, Board president. “Eric finally broke us into small groups and asked us to answer three questions:

‘Is there a problem that needs to be fixed?’ ‘What would you propose as an alternative to the discount?’ and ‘What additional information do you need?’

All of the groups came back and said yes, there is a problem. It needs to be fixed. And here’s what we think the new benefits package should be. The amazing thing was – we all proposed the exact same solution!”

As team members became convinced of the wisdom of changing to the discount structure, some wanted to survey member-owners about the alternatives they were considering. “But a new survey would only confirm what the earlier survey told us,” Douglas said. “Without going through the education process, people would resist giving up the discount.” The team finally agreed to stage a series of forums that would bring member-owners from the Planning Team face to face with fellow member-owners still skeptical about making a change.

It was a critical part of the process that Mendenhall calls “transformative.”

“One planning team member really turned the group around just on the force of her own presentation,” Mendenhall said. “As she talked about what she and the group had gone through, you’d start to see heads nod. You could see she felt it from the heart.”

With positive feedback from member-owners, the Board approved changes to an end-of-the-year patronage refund that has worked well at a number of co-ops throughout the country, combined with special pricing programs such as monthly category specials. Some of the original benefits – such as a 10% discount on Owner Appreciation Days – remained in force.

Moving Ahead with Confidence

“We’ve learned that there are a variety of ways to involve members in decision-making, besides just sending everything out for a member vote,” said Mendenhall. “Communication and cooperative education are very important.”

Cultrera agrees. “Because we kept the lines of communication open with the ownership throughout this long process, we heard from people we had never heard from before. By the end of it, member-owners clearly honored the process, so they trusted the plan. It’s given the organization a tremendous amount of strength and ability to keep moving forward.”

The bottom line:

The Co-op’s annual sales increased to $17 million. Its employees had received an across-the-board pay increase reflecting the plan’s commitment to a quality workplace. Meanwhile, the Co-op had begun looking at new locations for a second store, this time with the clear support of its owners.

We hope you enjoyed this organizational development case study. To schedule an initial meeting with LRI, please contact us online or call 1-800-598-7662.

Public TV Station Changes Its Strategy

State Agency Navigates Change

Bank Invests in Communication

Non-profit builds its board.

Medical Partnership Improves Its Leadership

Public utility strengthens its governance, subscribe to the lri newsletter for the latest tools.

Organizational Development Case Study

To find inspiration for your paper and overcome writer’s block
As a source of information (ensure proper referencing)
As a template for you assignment

Organization Development Case Study: Introduction

Company profile, diagnostic methods, analysis and feedback methods, recommendations, od case study: conclusion, reference list.

For any organization to be successful in its field and progress to profitability, it is important that managers and employees in its leadership embrace organizational development. According to Cummings and Worley, “Organizational Development (OD) is a planned long-term effort led and supported through the top management to improve an organization’s ability in a bid to solve its own problems by continuously working together and managing the culture using behavioral skills” (2005, p. 1).

The paper uses the Tedtec Company Limited, which is a fictional organization. The company chosen for this case study is respected in the country of origin. It is among the pioneers of organizational development in the country. Tedtec Company Limited that is located in India has been in operation for the last 70 years dealing with machinery, engineering, production, and construction works.

According to the results of the performance index of India’s companies, Tedtec Company Limited “is also adjudged India’s best managed and most respected company on various attributes of customer delight and shareholder value” (Roy, 2006, p. 25). The case study on organizational development was based on this company because of its significant history in this field in India.

Tedtec Company Limited is among the most respected of India’s private sector companies that deal with technology, construction, engineering, and manufacturing. The company has been in existence for about seven decades with a strong international presence including offices in the China as well as her Gulf neighbors.

A wide marketing and distribution network and decades of strong customer focused approach has ensured that the company is the leader in its field. The company also “believes that progress must be achieved in harmony with environment” (Roy, 2006, p. 25). This claim has informed its commitment to protection of the environment and participation in community welfare.

Some of the achievements that the company has made include the record for having made the largest coal gasifier in India that it exports to China.

It is the largest FCC regenerator for a refinery, which is the longest coal conveyer in the world besides being Asia’s highest viaduct and the world’s largest EO reactor for a protochemical complex in the Gulf. The company also took part in the construction of India’s first nuclear powered submarine. It has won a number of local and international awards and recognitions.

The company is also one of the most profitable construction companies in the region with thousands of employees being employed directly or indirectly by the company. A policy of giving back to the society has ensured that the company establishes good relations with workers and the communities in which it is involved, with only the issue of pollution being the major challenge.

Tedtec Company Limited has however managed to remain viable and important within the manufacturing and construction sector even with the financial crisis experienced over the years in this part of the world and elsewhere in the world.

The methods used for diagnosis in this particular organization included interviews and questionnaires, which were addressed to the employees in the organization. Initially, the company had experienced faults in its existing appraisal system at some point in its history. This challenge necessitated a professional correction of the system.

The company elicited help from some of experts in this field with eminent professors being invited to carry out a study and assessment of the appraisal process in the company (Wilson, 2003, p. 13). Walter Jay and Engineer Schwartz Raymond were the professors that were consulted in the evaluation process for the company.

In their study of the appraisal process in the company, they began by interviewing departmental heads and their subordinates. To accomplish the interview, they used diagnosis or action research with the results being recorded and analyzed against a background of other results they had gotten elsewhere and against the existing case studies.

From the diagnostic methods used in the company, a number of feedbacks were obtained. In the analysis of information provided by the subordinates in the various departments, there was apparent communication breakdown in the administrative hierarchy with junior workers not getting information and feedback on their performance in the company.

This case was despite their expressed a desire to get the feedback, which was not forthcoming. Another interpretation of the results of the feedback included the fact that the managerial staff members were responsible for a large number of employees thus making an appraisal of their subordinates difficult.

However, one shortcoming was that the appraisal form used was too lengthy meaning that the number of employees participating was reduced due to time constraint.

The results of the feedback were presented by the two professors to the top management of the company for consideration and formulation of suggestions and recommendations on the possible solutions to the actual problem.

According to Cummings and Worley, an appraisal system is important in any organization as it helps the company’s employees to understand their strengths and weaknesses and the progress they are making in the job performance (2005, p. 15).

It also enables them to understand the options available for growth in the company. Cummings and Worley claim that the process should “address the issues of appraisal, potential, counseling, career development, and training all in one” (2005, p. 15).

SWOT analysis

As in the case of IKEA that was discussed as a case study, Tedtec Company Limited used SWOT analysis in the achievement of objectives and planning of its strategic achievements.

As discussed in the essay and in the literature on planning strategies in organizations, this form of analysis investigates the Strengths, Weaknesses, Opportunities, and Threats that an organization establishes in its course of operations and development (Cummings, & Worley, 2005, p. 15).

According to Cummings and Worley, threats are external to an organization, and are outside the control of the company with the best examples being economic performance of the country, the levels of technology at the time, social changes, and the environmental conditions (2005, p. 24).

On the other hand, strengths and weaknesses are internal to an organization thus serving to counter the threats that are outside the organization’s control (Cummings, & Worley, 2005, p. 25).

As an opportunity, Tedtec Company Limited has over the years invested in manufacturing and construction industry. It boasts of creating a respected brand in India. The company has been in existence since 1938 when it started as a manufacturer of daily equipment.

Therefore, it has a well-established organizational culture and management policies that stand the test of time. The company also has vast investments in technology, investing heavily in the latest technology available in the industry. This opportunity has created a competitive edge over her competitors.

As strength, the organizational culture in the organization has been described as a goal-oriented one with the employees largely reporting career satisfaction when working with the company.

The company has invested in a number of international brands mainly in the region thus ensuring relevance and competitiveness in the industry. With diversification of its operations, the organization is now able to produce different products besides offering a range of services in the region.

A significant weakness that the organization has established in its operations is the pollution that has been created in the production method in the process of rectification following the ambitious investment in environmental conservation and social responsibility.

The company also faces a threat in operations in the form of the financial crisis that, as demonstrated in the last one, has the ability to paralyze its operations. The threat is however countered by the cautious financial investment in other market coupled with strict financial auditing and consultations.

OD intervention options and general risk and value scenarios

The assessment of risks in an organization is important as it enables the management to formulate the desired change and effect on it. This assessment is quite crucial for any company since it makes it aware and ready for any particular risk that it might incur.

Many companies have experienced an untimely closure following the occurrence of risks that it did not expect or rather risks that were not planned for in the event of their occurrence.

For Tedtec Company Limited, the specific interventions that were necessary included diversification of products and expansion into other markets to counter the decline in demand in the home country in a bid to create new opportunities to secure industrial relevance.

In the analysis of vales, one of the relevant values to the company is customer service. The company has established a number of methods of ensuring the customers are loyal to it. Customer loyalty is recognized as one of the factors leading to the success of many organizations and that the company is no exception (Cummings, & Worley, 2005, p. 25).

To guarantee exceptional customer service, organizations need to have an effective indicator in place (Cummings, & Worley, 2005, p. 21). For Tedtec Company Limited, customer loyalty rating is the key indicator. The organization has commissioned a number of surveys to find out the satisfaction of its clients on its products and services.

According to Cummings and Worley, this strategy is an effective way of doing it (2005, p. 21). The results have then been used to gauge performance and or inform decision-making.

The expected benefits include improved service provision and customer satisfaction as well as profitability. The company also utilizes feedback from clients especially complaints that are provided as feedback to change its operations.

Since Tedtec Company Limited carries out many civil projects that are funded by the Indian government and other governments, the quality of work is also evaluated by government contractors as well as other state agencies concerned with quality control (Cummings, & Worley, 2005, p. 25).

This ensures a subjective review of products and services provided thus ensuring that there is quality in the future projects. The strategy has enabled the company to win a number of tenders based on previous projects that were evaluated as being professionally carried out.

Evaluation methods

According to Cummings and Worley, post change evaluation in an organization is important since it presents the executives with a picture of the effects of the change (2005, p. 17) made by the change agent “in consultation with the management of the organization” (Wilson, 2003, p. 23). Wilson also states, “The evaluation sets initial agreed aims and objectives against the current, post-change situation” (2003, p. 23).

In the analysis made of Tedtec Company Limited, the attitude and satisfaction of workers as well as the financial outlook and performance ratings were made thus being some of the most common areas of evaluations in an organization development analysis.

The results of the evaluation were then presented to the management. The summary consisted of areas where the effected change was successful, recommendation for improvement, areas that were unsuccessful and not in line with the company objectives, areas that required constant monitoring, and the suggested rolling evaluation program.

For Tedtec Company Limited, the results showed success in areas of change such as improved organizational performance since the entry of the firm in to the international market.

The change in organizational culture, which was made mainly involving the diversification of the employee base, was also reported to influence the company in a positive manner with the employees reporting improved satisfaction from the working conditions.

The employees also reported a breakdown in communication and ineffective management mainly due to the large size of the personnel department, which was created by expansion. This exposition meant that the employees were getting inadequate attention from their bosses.

One of the recommendations is that the company should consider splitting or bifurcation of the personnel department in the company to ensure that fewer employees are under the supervision of managers in the various departments. It is said that the smaller the number of subordinates that each manager is responsible for, the better the output of the employees (Wilson, 2003, p. 21).

The company should also consider increasing the number of managerial staff especially those in the human resource department in an attempt to improve the contact between the administration and subordinates (Wilson, 2003, p. 18). Another recommendation is that the organization should monitor the human resource department and the marketing department to enhance customer loyalty.

In conclusion, organizational development is an important aspect in the success of companies. Organizations that wish to perform well have a well established organizational development plan that stipulates the issues that they need to do or rather the issues that they need to be aware of so that they remain not only in track but also ready for any unexpected emergency.

The paper has used the Tedtec Company Limited as a fictional company in an attempt to address this key issue of organizational development. Thus, its evaluation should be carried out in a formal manner. Tedtec Company Limited is considered to have made significant organizational changes since its inception. The changes have affected its operations in a number of ways.

An evaluation of its organizational development established a number of threats, weaknesses, and strengths, as well as the effects of the organizational change. These elements were then evaluated with recommendations and suggestions being made to the development specialists and business executives of the organization.

Cummings, T., & Worley, G. (2005). Organization development and change . Mason, Ohio: Thomson/South-Western.

Roy, S. (2006-2005). Made in India: a study of emerging competitiveness . New Delhi: Tata McGraw-Hill Pub. Co.

Wilson, D. (2003). Promoting institutional & organizational development . London: Dept. for International Development.

International Assignees to High Risk Places
Leadership Ideals of Robert Nardelli Under Various Trait Theories
Tuareg Community Family Life
‘Sex without love’ by Sharron Olds and ‘She being Brand’ by E.E Cummings
Sex in free verse: olds and cummings take on the oldest sport
Business Flan of Restaurant
Organizational Change Model
J. S. Mill’s Views on F. W. Taylor’s ‘Scientific Management’
“The Principles of Scientific Management” by Fredrick Winslow Taylor
The Home Movie Industry
Chicago (A-D)
Chicago (N-B)

IvyPanda. (2019, April 17). Organizational Development Case Study. https://ivypanda.com/essays/organizational-development-case-study/

"Organizational Development Case Study." IvyPanda , 17 Apr. 2019, ivypanda.com/essays/organizational-development-case-study/.

IvyPanda . (2019) 'Organizational Development Case Study'. 17 April.

IvyPanda . 2019. "Organizational Development Case Study." April 17, 2019. https://ivypanda.com/essays/organizational-development-case-study/.

1. IvyPanda . "Organizational Development Case Study." April 17, 2019. https://ivypanda.com/essays/organizational-development-case-study/.

Bibliography

IvyPanda . "Organizational Development Case Study." April 17, 2019. https://ivypanda.com/essays/organizational-development-case-study/.

The Ethical Leadership Collection: Mini Case Studies

Quick in-class exercises in leadership.

The mini case studies can fit on a PowerPoint slide or be given to students as one page to read. They were developed to be processed in-class, over the course of an hour. Use of the minis helps students identify the problem, pinpoint possible solutions, and create holistic action plans.

A classroom filled with students looking at the board.

(PDF file) Leadership among Friends (opens in new window) : Untangling Competing interests Keywords: employee relations, compensation management, situational leadership
(PDF file) Facing the Challenge: (opens in new window) Caught Between HR and Difficult Workers Keywords: employee relations, industrial relations, mental illness
(PDF file) Customer Disservice: (opens in new window) A Chronically Late Employee Causes Cascading Problems Keywords: employee relations, customer service, discipline, situational leadership
(PDF file) Stepping Up to Your Own Truth: (opens in new window) The Consequences of Saying the Wrong Thing Keywords: employee relations, diversity, workplace anxiety, crisis management, organizational development, situational leadership
(PDF file) Communicating Incentives to Others: (opens in new window) Controlling Competitive Co-Workers Keywords: employee relations, compensation, sales
(PDF file) Going Head to Head: (opens in new window) Can You Trust Your Business Partner? Keywords: entrepreneurship, eco-tourism, accounting, integrity
(PDF file) Repeat Offenders: (opens in new window) When Stopping Crime Goes Awry Keywords: employee relations, industrial relations, discipline, organizational culture
(PDF file) To Produce Yoga Pants in India vs Not to Produce Yoga Pants in India: (opens in new window) Reconciling Social Responsibility with Corporate Reality Keywords: supply chain, global development, marketing, eco-business, B-corporation
(PDF file) Who Do You Hire? (opens in new window) Ensure Your Decision Is the Right One Keywords: employee relations, recruitment, diversity, organizational development
(PDF file) Religious Accommodation: (opens in new window) The Clash Between Faith and Workplace Needs Keywords: employee relations, organizational development, diversity
(PDF file) Do Guests Always Call the Shots? (opens in new window) When Customers Oppose Your Diversity Policy Keywords: employee relations, customer service, crisis management, diversity
(PDF file) Love Lost in an Island Paradise: (opens in new window) Avoiding a Disastrous Workplace Stoppage Keywords: industrial relations, social responsibility, compensation, global development
(PDF file) What Did You Just See? (opens in new window) Diagnosing Harassment Keywords: employee relations, harassment, software industry
(PDF file) Start of Season: (opens in new window) Leadership Style Sets a Tone Keywords: employee relations, discipline
(PDF file) Missing the Message: (opens in new window) Organizational Culture and Boundaries at Work Keywords: team relations, harassment, workplace culture
(PDF file) “Their” People: (opens in new window) Competing with Racial Prejudice Keywords: racial discrimination, bystander, hiring process, corporate culture (PDF file) Version Français/ French version: <<Leur peuple>>
(PDF file) Leadership with Style: (opens in new window) Keywords: employee relations, situational leadership
(PDF file) Leading in the Face of Skepticism: (opens in new window) Managing Older Employees Keywords: employee relations, organization development, situational leadership
(PDF file) One for All: (opens in new window) How to Prevent Co-Workers from Letting You Down Keywords: teamwork, group projects
(PDF file) Impossible Targets: (opens in new window) Managing an Unreasonable Manager Keywords: sales, target setting, supervisory relations, job fit
(PDF file) Gamers Address the Arab Spring: (opens in new window) Coding for Cultural Sensitivity Keywords: global development, entrepreneurship, diversity

Teaching notes

The mini case studies require no preparation on the part of students. The teaching method has been effectively used for classes up to 75 students. The attached teaching method provides a marking rubric and an in-class form that can be used with students to aid in-class analysis and discussion. (PDF file) Download the Teaching Notes (opens in new window)

We value your feedback!

Please inform us of your experience by contacting Dr. Gail Cook Johnson, our mentor-in-residence, at [email protected] .

Unsupported browser

This site was designed for modern browsers and tested with Internet Explorer version 10 and later.

It may not look or work correctly on your browser.

20+ Best Free Business Case Study PowerPoint PPT Templates Downloads

Are you struggling to present your business case studies in a PowerPoint presentation? Are you having a hard time creating a professional design that catches your audience's attention?

Detail your case study in great detail with premium case study PowerPoint templates. A case study template for PPT will help you quickly create a case study presentation.

We'll share case study PowerPoint template free designs. You'll also see top-selling case study templates for PPT available on Envato Elements.

Grab a case study template today and take your presentations to the next level!

5 Best-Selling Premium Case Study Templates PPT on Envato Elements (For 2023)

There are tons of amazing-looking case PowerPoint templates on Envato Elements. When you turn to a business case template PPT, you’ll enjoy pro styling and designs. It’s your best bet in 2023!

To help you get started, we’ve showcased five of the top PPT of case study designs on Elements:

1. Case Study PowerPoint Presentation

This is one creative case study PowerPoint. It's got a beautiful overlay of elements on all the slides and even has infographic slides. There are also tons of icons that you can choose from to add to any one of the slides.

Here are the main features for this case study template for PPT:

5 color variations
125+ total slides
free fonts used
animations and transitions implemented

2. Business Case Study Slides PowerPoint Template

This is a minimalist and modern-looking case study PPT template. It's got a red color scheme with many drag-and-drop image placeholders. The font used in this theme looks incredible and will translate well for your case studies. If you need a fully editable and simple template, this one's for you.

Top PPT of case study designs like this are loaded with features. Here's what you can expect from this case study template for PPT:

26 premade slides
fully editable
resizable and editable graphics
16:9 aspect ratio

3. Case Study Google Slides

This is one stunning-looking case study PowerPoint template. It features a blue color scheme and a modern design. There are many abstract shapes on various slides that give the template a more modern look and feel. There are even slides that contain charts and graphs.

Here are the main features for this PPT of case study design:

20 unique slides
free fonts & Icon fonts

4. Business Strategy Presentation Template

Business strategy case study template PPT

Here's a stunning case study template PPT with your project needs in mind. This one focuses on a strategic case study for your business. It's built to share imagery, charts, and graphics that give audiences the key details they need.

With this business case template PPT, you’ll enjoy:

26 animated slides with custom layouts
easy-to-use image placeholders for your favorite photos
resizable illustrations and graphics
free fonts used throughout

5. Brand Proposal Presentation Template

Your brand can benefit from case studies to demonstrate its impact to an audience. This template is purpose-built, with 20 brand-focused slides inside. A case study PowerPoint template like this is targeted towards creative industries to share how they market to the world.

Launch the business case template PPT and you’ll get these key features:

widescreen 16:9 slides
overview, intro, and timeline designs to share milestones
ample room for portfolio images
elegant, modern colors
fully editable data infographics on many slides

20 Top Free Business Case Study PowerPoint PPT Templates to Download (2023)

Are you trying to find a business case study template for PPT free? While free templates might seem like a good deal, they often don't have the same flexibility as professionally designed case study PPT designs.

There's another choice for PPT of case study options. Here's the deal:

Every month Envato Elements offers 12 different hand-selected files, (fonts, presentations, videos, and more). Create a free account to download this month's free premium files now.

Are you still looking for a low-budget case study template for PPT? Here are the best business case study PowerPoint templates free downloads we could find:

1. Free Company Meeting PowerPoint Template

Free Company Meeting PowerPoint Template has an image of a businessman checking time and meeting schedule and arrangements for trade deals. This business case study template PPT for free is 892 Kb has a 4:3 aspect ratio.

2. National Business PowerPoint Templates

National Business PowerPoint template is a free case study template for PPT with a world image and a zoom design focusing on Europe. The file size is 1.6 MB.

3. Free Development PowerPoint Template

Free Development PowerPoint Template is a business case study PowerPoint template free download with a tag cloud illustration and gears in the background of the slide. The file size is 724 Kb.

4. Cooperation Process PowerPoint Templates

This free case study template for PPT has a handshaking image. The presentation contains twenty-five slides.

5. Free Go-To-Market Strategy PowerPoint Template

This business case study template PPT for free has a blue background with a few colorful abstract shapes. There's an image of many hands coming together to show teamwork on the cover.

6. Formal Slides PowerPoint Templates

This free case study template for PPT has green shaded geometric shapes. There are twenty-one slides in this business case template PowerPoint.

7. Free Plan PowerPoint Business Template

This is a very basic free case study PPT. It's got a gray background with a pencil and blueprint graphic on the bottom left corner.

8. Analysis Consultant PowerPoint Templates

This case study presentation template for free has three master slides. The page size is 1024px x 768px and is 451 Kb download size.

9. Free Consultation PowerPoint Template

This template has business men and women graphics in the background. The template has a wood graphic background.

10. Business Work PowerPoint Templates

This case study presentation template for free has a world globe image with an arrow shape to show a business background. Included are three master slides.

11. Free Corporate Presentation with Curves PowerPoint Template

This is a very basic presentation template. It's got abstract curve graphics in the background. The template was downloaded 178k times.

12. Dark Blue Stripes

Included are twenty-five different slides in this template. The template is fully editable.

13. Free Conference Room PowerPoint Template

The template features a conference room image on the main slide. The download size is 443Kb.

14. Upward Arrows

Included are thirty-five slides in this business case study template PPT for free. The business case template PowerPoint slides feature a pattern of upward arrows and green tones.

15. Free Consensus PowerPoint Template

This template is a very basic PowerPoint. It's got a 3D cube in the background.

16. Geometric Corporate

This is a corporate style free case study template for PPT. This template features twenty-five different slides.

17. Industry 4.0 Revolution PowerPoint Templates

There are drag-and-drop image placeholders in this case study PowerPoint template (free.) The aspect ratio of the slides is 16:9.

18. Double Exposure Business PowerPoint Templates

This free case study template PPT contains vector graphics that are fully resizable. There are one hundred and thirty-five icons in this business case template PPT.

19. Premium Business

There are twenty-five slides in this free case study template PPT. All the slides are fully editable.

20. City Buildings Business PowerPoint Template

This case study PowerPoint template free contains many charts. The aspect ratio of the slides is 16:9.

Still not sure how to make a great case study PowerPoint? We'll now go over a few tips that'll help you get the most out of your templates.

Best Case Study PowerPoint Templates on Envato Elements (With Unlimited Use)

Explore the hundreds of high-quality case study PowerPoint templates on Envato Elements. For one low monthly fee, download as many case study PPTs as you want.

Case Study PPT Templates

You can also download all the other resources available on Envato Elements such as:

presentation templates

All Elements design templates available come ready to use. They feature stylish designs and are fully customizable to help you make the best possible case study template in PPT.

Let's look at a few premium case study templates for PPT.

How to Make a Case Study PowerPoint Presentation Quickly

Sure, you can find a case study PowerPoint template free around the web. But to ensure a winning impression, you need to go premium. With a design from Envato Elements, you’ll enjoy unmatched styling.

Premium templates shine because of their ease of use. In fact, you can customize them in just five quick steps! In no time, you’ll have your own business case template PPT ready to share with the world. Let’s learn how.

Want to follow along? Download the premium Ombar Creative Brief template from Envato Elements today.

1. Add Case Study PowerPoint Text

With a case study PowerPoint template open, it’s time to add custom text. Notice that on premium slides, you’ll see words already in place. These are placeholder text boxes, and they’re meant to save you a ton of time.

All you've got to do is remove the existing text and drop in your own words.

To do this, click into a text box. Then, drag your cursor to select the contents. Finally, start typing. Your own words appear.

Simply repeat these easy steps across other slides to fill out your own case study in PPT for 2023.

2. Customize Font Designs

When you’ve added text to your business case template PowerPoint, it’s time to style your font designs. It’s easy to forget that text is really a key part of your design aesthetic. But PPT makes it easy to adapt to your own tastes and project needs.

Begin by selecting text on a slide. Then, find the Home tab on PowerPoint’s ribbon. In the Font group, you’ll see an array of options.

For example, you can click on the drop-down menus to change the font size and style. Then, using the buttons, add cool font effects like italics, highlights, and more.

3. Edit Shape Colors

A premium case study PowerPoint template like this includes a beautiful color palette. It’s an elegant design that fits any project well. But you don’t have to use it!

Thanks to premium templates and PPT features, you can easily edit shape colors to meet your needs.

To edit shape colors, begin by clicking on a shape or object to select it. You’ll see a tab appear on the ribbon: Shape Format . Click there, then choose Shape Fill.

From the color chooser, select a new shade to apply. Click on its thumbnail and watch the shape you've selected transform. It’s a powerful, fast way to bring your own sense of style to your favorite case study template PPT.

4. Insert Photos and Images

No case study template PPT is complete without plenty of images. Photos let you show off the results your projects have achieved. And they add context to your goals and future plans. They’re an essential part of every top case study presentation in 2023 and beyond.

Find a slide like #2 in the Ombar template deck. In the upper left, you’ll see an image placeholder. To add a photo, browse to a stored image file on your computer. Click on it, then drag and drop it onto the placeholder in PPT.

PowerPoint instantly imports the photo, sized and scaled to be a perfect fit. It’s amazingly easy, and you can repeat on other slides as needed.

5. Save Slides for Sharing

When you’ve finished editing your business case template PPT, it’s time to share it with the world. The goal here is to make your presentation accessible for your audience. You've got two options:

saving your slides in PowerPoint format
saving your slides as a PDF file.

Let’s look at both.

Begin by clicking File > Save As . Choose Browse , then give your file a name. Now, you can choose your format by clicking on the Save As Type drop-down. When you save a PowerPoint Presentation (.pptx) file, you’ll be saving and sharing a fully featured copy of your presentation.

You can also choose PDF from the dropdown. This keeps a static copy of your slides. But they’ll be more widely shareable, since a PDF file is viewable on almost any device. Consider your audience and project needs as you decide!

Finally, click Save . In just five easy steps, you’ve learned how to customize a business case template PPT from scratch. Get started now!

5 Quick Tips To Make Great Business Case Study Presentations in 2023

In this next section, we'll go over five tips to help you create your business case study presentation:

1. Give Background Information

Before you go into your case study, it's important to detail the current situation. Not all of your audience will understand the context of your case study, so you need to outline it first.

2. Include Charts & Graphs

The statistics that you provide for your case study are one of the most important parts of the presentation. Charts and graphs help you visually display your researched facts. Be sure to include these throughout the business case template PPT.

3. Evaluate From All Angles

A case study PowerPoint template isn't just about detailing your point of view. Detail other points of view and compare it with yours. This shows the audience that you've taken into consideration other points of view.

4. Collect Testimonials

Testimonials in your case study provide extra social proof and credibility to all the claims that you're making. Include these testimonials on their own slides in your case study template PPT.

5. Focus on the Story

Creating an engaging story from your case study helps your presentation. It'll give the audience more of an emotional connection to the case study. Be sure to use images in your presentation to help tell your case studies story.

So far, we've covered many premium and free case study PowerPoint templates that you can download. If these templates don't fit your presentation, then check out the next section.

Discover More Top Premium PowerPoint PPT Template Designs

Looking for even more case study PowerPoint templates? Check out the articles below to get access to even more best-selling PowerPoint templates.

Still now sure how to get the most out of a case study PowerPoint template? Check out the resources in the next section. They show you how to leverage business case template PPT's.

Learn More About Making Great PowerPoint Presentations in 2023

Microsoft PowerPoint is a fully featured software. To help you get the most out of PowerPoint, be sure to take a look at the articles below.

Get Your Case Study PowerPoint Template Today!

Making great case study PowerPoints couldn't be easier. If you start with a high-quality case study PowerPoint template, you're sure to get amazing results.

If you need a regular supply of case study PowerPoint templates and other design assets, then sign up for Envato Elements. It’s the best creative value in 2023. And it’s the top source for premium case study PowerPoint template designs.

What are you waiting for? Download your case study PowerPoint template now! Use your case study template PPT to tell a story that needs to be shared.

Editorial Note: This post has been updated with contributions from Andrew Childress . Andrew is a freelance instructor for Envato Tuts+.

Home Blog Business How to Present a Case Study: Examples and Best Practices

How to Present a Case Study: Examples and Best Practices

Marketers, consultants, salespeople, and all other types of business managers often use case study analysis to highlight a success story, showing how an exciting problem can be or was addressed. But how do you create a compelling case study and then turn it into a memorable presentation? Get a lowdown from this post!

Table of Content s

Why Case Studies are a Popular Marketing Technique

Popular case study format types, how to write a case study: a 4-step framework, how to do a case study presentation: 3 proven tips, how long should a case study be, final tip: use compelling presentation visuals, business case study examples, what is a case study .

Let’s start with this great case study definition by the University of South Caroline:

In the social sciences, the term case study refers to both a method of analysis and a specific research design for examining a problem, both of which can generalize findings across populations.

In simpler terms — a case study is investigative research into a problem aimed at presenting or highlighting solution(s) to the analyzed issues.

A standard business case study provides insights into:

General business/market conditions
The main problem faced
Methods applied
The outcomes gained using a specific tool or approach

Case studies (also called case reports) are also used in clinical settings to analyze patient outcomes outside of the business realm.

But this is a topic for another time. In this post, we’ll focus on teaching you how to write and present a case study, plus share several case study PowerPoint templates and design tips!

Case Study Woman Doing Research PPT Template

Besides presenting a solution to an internal issue, case studies are often used as a content marketing technique . According to a 2020 Content Marketing Institute report, 69% of B2B marketers use case studies as part of their marketing mix.

A case study informs the reader about a possible solution and soft-sells the results, which can be achieved with your help (e.g., by using your software or by partnering with your specialist).

For the above purpose, case studies work like a charm. Per the same report:

For 9% of marketers, case studies are also the best method for nurturing leads.
23% admit that case studies are beneficial for improving conversions.

Moreover, case studies also help improve your brand’s credibility, especially in the current fake news landscape and dubious claims made without proper credit.

Ultimately, case studies naturally help build up more compelling, relatable stories and showcase your product benefits through the prism of extra social proof, courtesy of the case study subject.

Most case studies come either as a slide deck or as a downloadable PDF document.

Typically, you have several options to distribute your case study for maximum reach:

Case study presentations — in-person, virtual, or pre-recorded, there are many times when a case study presentation comes in handy. For example, during client workshops, sales pitches, networking events, conferences, trade shows, etc.
Dedicated website page — highlighting case study examples on your website is a great way to convert middle-on-the-funnel prospects. Google’s Think With Google case study section is a great example of a web case study design done right.

Blog case studies — data-driven storytelling is a staunch way to stand apart from your competition by providing unique insights, no other brand can tell.
Video case studies — video is a great medium for showcasing more complex business cases and celebrating customer success stories.

Once you decide on your case study format, the next step is collecting data and then translating it into a storyline. There are different case study methods and research approaches you can use to procure data.

But let’s say you already have all your facts straight and need to organize them in a clean copy for your presentation deck. Here’s how you should do it.

Business Case Study Example PPT Template

1. Identify the Problem

Every compelling case study research starts with a problem statement definition. While in business settings, there’s no need to explain your methodology in-depth; you should still open your presentation with a quick problem recap slide.

Be sure to mention:

What’s the purpose of the case study? What will the audience learn?
Set the scene. Explain the before, aka the problems someone was facing.
Advertise the main issues and findings without highlighting specific details.

The above information should nicely fit in several paragraphs or 2-3 case study template slides

2. Explain the Solution

The bulk of your case study copy and presentation slides should focus on the provided solution(s). This is the time to speak at length about how the subject went from before to the glorious after.

Here are some writing prompts to help you articulate this better:

State the subject’s main objective and goals. What outcomes were they after?
Explain the main solution(s) provided. What was done? Why this, but not that?
Mention if they tried any alternatives. Why did those work? Why were you better?

This part may take the longest to write. Don’t rush it and reiterate several times. Sprinkle in some powerful words and catchphrases to make your copy more compelling.

3. Collect Testimonials

Persuasive case studies feature the voice of customer (VoC) data — first-party testimonials and assessments of how well the solution works. These provide extra social proof and credibility to all the claims you are making.

So plan and schedule interviews with your subjects to collect their input and testimonials. Also, design your case study interview questions in a way that lets you obtain quantifiable results.

4. Package The Information in a Slide Deck

Once you have a rough first draft, try different business case templates and designs to see how these help structure all the available information.

As a rule of thumb, try to keep one big idea per slide. If you are talking about a solution, first present the general bullet points. Then give each solution a separate slide where you’ll provide more context and perhaps share some quantifiable results.

For example, if you look at case study presentation examples from AWS like this one about Stripe , you’ll notice that the slide deck has few texts and really focuses on the big picture, while the speaker provides extra context.

Need some extra case study presentation design help? Download our Business Case Study PowerPoint template with 100% editable slides.

Case Study Man With Giant Clipboard PPT Template

Your spoken presentation (and public speaking skills ) are equally if not more important than the case study copy and slide deck. To make a strong case study, follow these quick techniques. Alternatively, you can learn how to present a business case here.

Focus on Telling a Great Story

A case study is a story of overcoming a challenge, and achieving something grand. Your delivery should reflect that. Step away from the standard “features => benefits” sales formula. Instead, make your customer the hero of the study. Describe the road they went through and how you’ve helped them succeed.

The premises of your story can be as simple as:

Help with overcoming a hurdle
Gaining major impact
Reaching a new milestone
Solving a persisting issue no one else code

Based on the above, create a clear story arc. Show where your hero started. Then explain what type of journey they went through. Inject some emotions into the mix to make your narrative more relatable and memorable.

Experiment with Copywriting Formulas

Copywriting is the art and science of organizing words into compelling and persuasive combinations that help readers retain the right ideas.

To ensure that the audience retains the right takeaways from your case study presentation, you can try using some of the classic copywriting formulas to structure your delivery. These include:

AIDCA — short for A ttention, I nterest, D esire, C onviction, and A ction. First, grab the audience’s attention by addressing the major problem. Next, pique their interest with some teaser facts. Spark their desire by showing that you know the right way out. Then, show a conviction that you know how to solve the issue—finally, prompt follow-up action such as contacting you to learn more.
PADS — is short for Problem, Agitation, Discredit, or Solution. This is more of a sales approach to case study narration. Again, you start with a problem, agitate about its importance, discredit why other solutions won’t cut it, and then present your option.
4Ps — short for P roblem, P romise, P roof, P roposal. This is a middle-ground option that prioritizes storytelling over hard pitches. Set the scene first with a problem. Then make a promise of how you can solve it. Show proof in the form of numbers, testimonials, and different scenarios. Round it up with a proposal for getting the same outcomes.

Take an Emotion-Inducing Perspective

The key to building a strong rapport with an audience is showing that you are one of them and fully understand what they are going through.

One of the ways to build this connection is by speaking from an emotion-inducing perspective. This is best illustrated with an example:

A business owner went to the bank
A business owner came into a bank branch

In the second case, the wording prompts listeners to paint a mental picture from the perspective of the bank employees — a role you’d like them to relate to. By placing your audience in the right visual perspective, you can make them more receptive to your pitches.

One common question that arises when creating a case study is determining its length. The length of a case study can vary depending on the complexity of the problem and the level of detail you want to provide. Here are some general guidelines to help you decide how long your case study should be:

Concise and Informative: A good case study should be concise and to the point. Avoid unnecessary fluff and filler content. Focus on providing valuable information and insights.
Tailor to Your Audience: Consider your target audience when deciding the length. If you’re presenting to a technical audience, you might include more in-depth technical details. For a non-technical audience, keep it more high-level and accessible.
Cover Key Points: Ensure that your case study covers the key points effectively. These include the problem statement, the solution, and the outcomes. Provide enough information for the reader to understand the context and the significance of your case.
Visuals: Visual elements such as charts, graphs, images, and diagrams can help convey information more effectively. Use visuals to supplement your written content and make complex information easier to understand.
Engagement: Keep your audience engaged. A case study that is too long may lose the reader’s interest. Make sure the content is engaging and holds the reader’s attention throughout.
Consider the Format: Depending on the format you choose (e.g., written document, presentation, video), the ideal length may vary. For written case studies, aim for a length that can be easily read in one sitting.

In general, a written case study for business purposes often falls in the range of 1,000 to 2,000 words. However, this is not a strict rule, and the length can be shorter or longer based on the factors mentioned above.

Our brain is wired to process images much faster than text. So when you are presenting a case study, always look for an opportunity to tie in some illustrations such as:

A product demo/preview
Processes chart
Call-out quotes or numbers
Custom illustrations or graphics
Customer or team headshots

Use icons to minimize the volume of text. Also, opt for readable fonts that can look good in a smaller size too.

To better understand how to create an effective business case study, let’s explore some examples of successful case studies:

Apple Inc.: Apple’s case study on the launch of the iPhone is a classic example. It covers the problem of a changing mobile phone market, the innovative solution (the iPhone), and the outstanding outcomes, such as market dominance and increased revenue.

Tesla, Inc.: Tesla’s case study on electric vehicles and sustainable transportation is another compelling example. It addresses the problem of environmental concerns and the need for sustainable transportation solutions. The case study highlights Tesla’s electric cars as the solution and showcases the positive impact on reducing carbon emissions.

Amazon.com: Amazon’s case study on customer-centricity is a great illustration of how the company transformed the e-commerce industry. It discusses the problem of customer dissatisfaction with traditional retail, Amazon’s customer-focused approach as the solution, and the remarkable outcomes in terms of customer loyalty and market growth.

Coca-Cola: Coca-Cola’s case study on brand evolution is a valuable example. It outlines the challenge of adapting to changing consumer preferences and demographics. The case study demonstrates how Coca-Cola continually reinvented its brand to stay relevant and succeed in the global market.

Airbnb: Airbnb’s case study on the sharing economy is an intriguing example. It addresses the problem of travelers seeking unique and affordable accommodations. The case study presents Airbnb’s platform as the solution and highlights its impact on the hospitality industry and the sharing economy.

These examples showcase the diversity of case studies in the business world and how they effectively communicate problems, solutions, and outcomes. When creating your own business case study, use these examples as inspiration and tailor your approach to your specific industry and target audience.

Finally, practice your case study presentation several times — solo and together with your team — to collect feedback and make last-minute refinements!

1. Business Case Study PowerPoint Template

To efficiently create a Business Case Study it’s important to ask all the right questions and document everything necessary, therefore this PowerPoint Template will provide all the sections you need.

Use This Template

2. Medical Case Study PowerPoint Template

3. Medical Infographics PowerPoint Templates

4. Success Story PowerPoint Template

5. Detective Research PowerPoint Template

6. Animated Clinical Study PowerPoint Templates

Like this article? Please share

Business Intelligence, Business Planning, Business PowerPoint Templates, Content Marketing, Feasibility Study, Marketing, Marketing Strategy Filed under Business

Filed under Presentation Ideas • June 28th, 2024

Key Insights on How To End a Presentation Effectively

Learn key insights on how to end a presentation, with professional tips, PowerPoint templates examples and real life experiences.

Filed under Business • May 17th, 2024

How to Make a Transition Plan Presentation

Make change procedures in your company a successful experience by implementing transition plan presentations. A detailed guide with PPT templates.

Filed under Business • May 8th, 2024

Value Chain Analysis: A Guide for Presenters

Discover how to construct an actionable value chain analysis presentation to showcase to stakeholders with this detailed guide + templates.

Cases and Exercises in Organization Development and Change.

Designed for courses in organization development and change, this is a comprehensive collection of case studies and exercises. Original cases are written by experts in the field and designed to focus very precisely on a specific topic in the OD process or intervention method. Each case is accompanie...

Full description

Bibliographic Details
Corporate Author:
Other Authors:
Format:	Online Book
Language:	English
Published:	Thousand Oaks : June 2011.
Subjects:	> > > > > >
Access:	. EZBorrow is the easiest and fastest way to get the book you want (ebooks unavailable). Use ILLiad for articles and chapter scans. . If your book is not available on EZBorrow, you can request it through ILLiad (ebooks unavailable). You can also use ILLiad to request chapter scans and articles.
Tags:	Add Tag

Description
Table of Contents

Search Tips

Phrase Searching You can use double quotes to search for a series of words in a particular order.

For example, "World war II" (with quotes) will give more precise results than World war II (without quotes).

Wildcard Searching If you want to search for multiple variations of a word, you can substitute a special symbol (called a "wildcard") for one or more letters.

You can use * to represent 0 or many characters. You can use ? to represent 1 single character.

For example, econom* will find both economics as well as economies, and organi?e will find both organise and organize.

Advanced Searching Our Advanced Search tool lets you easily search multiple fields at the same time and combine terms in complex ways. See the help page for more details.

Want to get more out of the basic search box? Read about Search Operators for some powerful new tools.

10-Step Guide To Crafting A Successful Case Study Presentation

By Judhajit Sen
May 2, 2024

Key Takeaways

An effective case study is a blueprint for convincing an audience and explaining a solution’s rationale and potential impact.
The ideal time for a business case study is when you have to make your presentation to persuade clients, solve internal problems, back up arguments with real examples, or discuss an idea’s viability for a firm.
Case study template presentations aren’t just about presenting solutions; they’re powerful storytelling tools that engage audiences with real-world examples and provoke critical thinking.
Key elements of an effective case study presentation template include an executive summary, problem statement, solution, execution details, key results, inclusion of quotes and testimonials, acknowledgment of contributors, call to action, conclusion, and Q&A session.

A case study is like your argument’s blueprint, explaining the why, how, where, and who to persuade your audience. It’s your solution to a clear question, like expanding in a market or launching a product. Case studies help convince clients, analyze internal issues, and provide real-life use cases.

So, when should you make your case study like a pro? When you need to:

– Persuade clients about your services.

– Solve internal problems for a company.

– Back up arguments with real examples.

– Discuss an idea’s viability for a firm.

It’s not just about finding a solution—it’s about influencing your audience with your findings. Case study formats organize a lot of information in a clear, engaging way for clients and stakeholders, often using templates.

In simpler terms, a professional case study is an in-depth look at a specific topic, often tackling real-world problems. It showcases your expertise and how your solutions can solve actual issues.

In social sciences, it’s both a method and a research design to examine problems and generalize findings. Essentially, it’s investigative research aimed at presenting solutions to analyzed issues.

In business, case study examples delve into market conditions, main problems, methods used, and outcomes gained. It’s a powerful tool for understanding and addressing complex business challenges.

Case Study Presentation

Good case study PowerPoint templates explore a specific subject, whether it’s an individual, group, event, or organization. It’s like solving a puzzle with your audience, pushing you to think creatively.

Unlike a standard report, the goal here is to stimulate critical thinking. You’re not just throwing numbers around; you’re using real-life examples to provoke thought and offer different perspectives.

In marketing, case studies showcase your solutions’ effectiveness and success in solving client problems. These research presentations use written content, visuals, and other tools to tell compelling stories. They’re perfect for sales pitches, trade shows, conferences, and more—whether in-person or virtual.

But the best case study presentation slides aren’t just reports; they’re powerful and persuasive storytelling tools. Whether you’re a marketer or salesperson, knowing how to present a case study can be a game-changer for your business. It’s all about engaging your audience and sharing insights in a clear and compelling way.

Looking to make a compelling presentation? Check out our blog on persuasive presentations.

Importance of a Case Study Presentation

To write a compelling case study presentation is more than just sharing information—it’s about convincing your audience that your product or service is the solution they need. Case study presentations help in –

Generating leads and driving sales: Case studies showcase your product’s success, turning potential customers into paying clients.

Building credibility and social proof: They establish your authority and value through real-life examples, earning trust from clients and prospects.

Educating and informing your target audience: Case studies teach potential clients about your product’s benefits, positioning you as an industry leader.

Increasing brand awareness: Case studies promote your brand, boost your visibility, and attract new customers.

Stats back up the power of case studies:

– 13% of marketers rely on them in their content strategy.

– They help boost conversions by 23% and nurture leads by 9%.

– 80% of tech content marketers include case studies in their strategy.

But case studies aren’t just marketing fluff; they’re about solving problems and showcasing accurate results. They’re valuable in various scenarios, from business cases to analyzing internal issues.

To create a compelling case study presentation effectively is your chance to offer a comprehensive, evidence-based argument that informs and persuades your audience. It’s like solving a puzzle, exploring every piece until you reach a clear conclusion. It’s about connecting data with real-world scenarios in a compelling narrative.

Whether in sales pitches, job interviews, or content marketing, case study presentation examples are your secret weapon for success. They provide tangible proof of your product’s value, helping you stand out in a cluttered marketplace.

Following are ten essential steps to crafting a successful case study presentation.

Begin With The Executive Summary

Leaders often seek a quick snapshot of important information, and that’s where the executive summary plays a vital role. Begin with a short introduction, laying out the purpose and goals of the case study in a straightforward manner. Capture your audience’s attention and provide a clear path for what follows.

Follow the introduction with a brief of the entire case study, allowing the audience to grasp the main points swiftly. Delve into the subject’s relevance and significance, explaining why the case study is essential and who benefits from its insights. This establishes the tone for the rest of the study, encouraging the audience to explore further.

Check out our expert tips and techniques to master creating an executive summary for presentations.

Define the Problem Statement

Steps For Crafting A Successful Case Study Presentation

Focus on the problem or challenge central to the case study. Provide background for the audience to grasp the issue, backing it up with data, graph or metrics to highlight its seriousness.

Need help visualizing your data? Check out our guide on mastering data visualizations.

Outline the goals and purpose of the case study and the questions it seeks to answer. This entails outlining the main issues from the customer’s viewpoint, making it understandable to the audience.

Start with a brief recap of the problem, clarifying the purpose of the study and the expected audience learnings. Explain the situation, shedding light on the hurdles faced. Present the key issues and findings without delving into specific details.

Highlight the importance of the problem using data and evidence to emphasize its real-world impact. Encapsulate the analysis’s purpose, aligning the issues identified with the study’s objectives.

Propose The Solution

At the heart of a presentation lies its solution. Reveal the steps taken to address the identified problem, including the methodology, experiments, or tests carried out and the considerations of various options. Clarify why the final solution was chosen over others.

Illustrates the shift from the problem-filled “before” to the successful “after.”

Detail the proposed solution, recommendations, or action plan based on analyses. This includes explaining its reasoning and outlining implementation steps, timelines, and potential challenges.

Describe the analytical methods and approach used, demonstrating the thoroughness of the analysis, including research processes, data collection tools, and frameworks employed.

Present the essential findings and insights, utilizing data, charts, and visuals to enhance comprehension and engagement. Thoroughly discuss the analyses and the implications of the findings.

Show How the Solution was Executed

The execution slide of a case study presentation describes careful planning, consideration of risks, and measurement of metrics crucial for implementing the solution.

Delve into the steps taken to attain desired client results, including identifying project key performance indicators (KPIs), addressing issues, and implementing risk mitigation strategies.

Detail the journey towards helping the client achieve results. Outline the planning, processes, risks, metrics, and KPIs essential for maximizing outcomes. This includes discussing any challenges encountered during execution and the strategies to overcome them, ensuring a seamless implementation process.

Highlight the practical steps taken to turn the proposed solution into tangible results for the client.

Present the Key Results

Cover the outcomes achieved through the implementation of the solution. Leverage data and metrics to evaluate whether the solution successfully met its objectives and the extent of its impact on stakeholders. Acknowledge any setbacks or areas for improvement.

Outline the solution’s positive impact on the client’s project or business, highlighting aspects such as financial results, growth, and productivity enhancements. Reinforce these assertions with supporting evidence, including images, videos, and statistical data.

Emphasize the remarkable outcomes resulting from the solution, substantiating tangible success with relevant data and metrics. Illustrate the effectiveness of your recommendations through before-and-after comparisons and success metrics, highlighting their real-world impact.

This solidifies the rationale behind your proposal, showcasing its substantial impact on the business or project, particularly in terms of financial benefits for clients.

Include Quotes and Testimonials

Incorporate quotes and testimonials directly from customers who have experienced the transformation firsthand, adding authenticity and credibility to your case study. These voices of customers (VoC) provide firsthand accounts of the benefits and effectiveness of your solution, offering extra social proof to support your claims.

To gather compelling testimonials, plan and schedule interviews with your subjects. Design case study interview questions that allow you to obtain quantifiable results to capture valuable insights into the customer experience and the impact of your solution.

Include testimonials from satisfied customers to bolster the credibility of your case study and provide potential clients with real-life examples of success. These quotes serve as powerful endorsements of your offerings, helping to build trust and confidence among your target audience.

Acknowledge your Contributors with References and Citations

Express gratitude to those who played a vital role in shaping your case study’s outcomes. Extend heartfelt thanks to individuals whose insights and collaboration were essential in problem-solving.

Acknowledges the valuable contributions of external resources, reports, and data sets. Citing these sources maintains transparency and credibility, ensuring due credit is given and providing a solid foundation for further investigation.

Incorporate a comprehensive list of references, citations, and supplementary materials in the appendices supporting the case study’s findings and conclusions. These additional resources demonstrate the thoroughness of the research and offer interested parties the opportunity to delve deeper into the topic.

Thank those who contributed, and encourage the audience to explore the provided references to better understand the insights presented in the case study.

Give a Call to Action (CTA)

As the well-crafted case study presentation slides near their end, it’s crucial to outline actionable steps for stakeholders going forward. Recommend the following strategies to the audience to build upon the success achieved.

Ask stakeholders to integrate the proven solutions highlighted in the case study into existing processes or projects. These strategies have shown effectiveness and can be valuable tools in driving further success.

Encourage audience members to participate in a detailed consultation or product demonstration. Leveraging expertise and solutions can expedite goal achievement and overcome any remaining challenges.

Recommend further research and analysis to explore additional opportunities for improvement or innovation. Continuous learning and adaptation are essential in today’s dynamic business environment, with support available every step of the way.

Proactive steps based on insights from the case study will position organizations for continued growth and success. Urge the stakeholders to take action and seize the opportunities ahead.

Check out our blog on framing an effective call to action to learn more about crafting presentation CTAs.

Conclude your Case Study Presentation

Conclude the presentation by recapping the main points and highlighting their importance. Show that the solution presented effectively tackled the identified problem, delivering concrete results and benefits for the clients.

Summarize the key takeaways, underscoring how the findings can be applied in similar situations and showcasing the solution’s relevance across various contexts. This demonstrates not only its effectiveness but also its potential to yield positive outcomes in diverse scenarios.

Reiterate the power of strategic problem-solving and innovative solutions in driving success, and end by thanking the audience for their attention and participation.

To know more about concluding a presentation, check out our blog on helpful tips to end a presentation successfully.

Open the Floor for Q&A, Feedback and Discussion

Feedback and Discussion in Case Study Presentation

After your presentation ends, conduct a Q&A session. Encourage the audience to share their thoughts, ask questions for clarification, and engage in a constructive dialogue about the case study presented.

Feedback is valuable, so ask everyone to share their perspectives and insights. Also, encourage questions or comments, as they can provide further depth to the understanding of the subject matter.

This is an opportunity for mutual learning and exploring different viewpoints. Urge everyone to speak up and contribute to the conversation. The aim is to listen and exchange ideas to enrich the understanding of the topic.

Unlocking Success: Mastering the Art of Case Study Presentations

Case study presentations are not just reports; they’re dynamic storytelling tools that help sway clients, dissect internal issues, and provide real-world illustrations.

These presentations aren’t just about offering solutions; they’re about influencing audiences with findings. Organizing vast amounts of data in an engaging way, often using templates and case studies, provides a clear path for clients and stakeholders.

Case study presentations delve deep into subjects, pushing presenters to think creatively. Unlike standard reports, they aim to provoke thought and offer varied perspectives. They’re powerful tools for showcasing success in solving client problems and using written content, visuals, and other elements to tell compelling stories.

Mastering case study presentations can be a game-changer, whether you’re a marketer, salesperson, or educator. It’s about engaging your audience and clearly and persuasively sharing insights into success stories.

Frequently Asked Questions (FAQs)

1. When should I consider doing a case study?

Case studies are beneficial when you need to persuade clients about your services, solve internal problems for a company, back up arguments with real examples, or discuss the viability of an idea for a firm.

2. What is the primary purpose of a case study presentation?

The primary goal of a case study presentation is to offer a comprehensive and evidence-based argument that informs and persuades the audience. It’s about presenting solutions to analyzed issues in a compelling narrative format.

3. What makes a case study presentation different from a standard report?

Unlike a standard report, a case study presentation aims to stimulate critical thinking by using real-life examples to provoke thought and offer different perspectives. It’s not just about presenting data; it’s about engaging the audience with compelling stories.

4. Where can case study presentations be effectively used?

Case study presentations are perfect for sales pitches, trade shows, conferences, and more—whether in-person or virtual. They are valuable storytelling tools that showcase the effectiveness of solutions and success in solving client problems.

Transform Your Business with Prezentium’s Case Study Presentations

Are you looking to captivate your prospective clients with compelling case study presentations? Look no further than Prezentium ! Prezentium, an AI-powered business presentation service provider, offers various services tailored to your needs.

Overnight Presentations : Need a professional presentation in a pinch? Our overnight presentation service has you covered. Email your requirements to Prezentium by 5:30 pm Pacific Standard Time (PST), and we’ll deliver a top-notch presentation to your inbox by 9:30 am PST the following business day.

Prezentation Specialist : Our team is here to help you transform ideas and meeting notes into exquisite presentations. Whether you need assistance with case study design, templates, or content creation, we’ve got you covered.

Zenith Learning : Elevate your communication skills with our interactive workshops and training programs. Combining structured problem-solving with visual storytelling, Zenith Learning equips you with the tools you need to succeed.

Unlock the power of case study presentations with Prezentium. Contact us today to learn more and take your business to new heights!

Why wait? Avail a complimentary 1-on-1 session with our presentation expert. See how other enterprise leaders are creating impactful presentations with us.

Bad PowerPoint: 6 Poor PowerPoint Slide Practices to Avoid

Greatest sales deck ever: pitch deck tips, 8 tips on how to write a sponsorship proposal template.

Search Search Search …
Search Search …

Case Study on Organizational Development With Solution Presentation

The Executive Summary covers The Fundamentals of Organizational Development. The Fundamentals focuses on enabling success by the key management stages, through the acquisition, organization, growth, and performance management. The third chapter goes into defining key areas to be included in management.

This chapter provides two definitions of the term “Organization Management” to help aid in identifying how well an organization is organized. The whole matter of management is also examined in the chapter, from inception to delivery.

From inception to delivery, the Senior Management Summary presents six management areas that have been shown to have high success rates. Each chapter that is included in the Summaries is presented through an executive summary that shows why they are needed and what the author believes will benefit the reader.

The Needs Assessment is presented at the end of each chapter. By identifying what the organization needs and how to get them, you can get a better understanding of how the organization works and what people need.

The Case Study on Organizational Development with Solution – Research Summary is available as a free download from the Harvard Case Study Solution website. It serves as an appendix to the Summaries. It shows what research was utilized to construct the main case study.

The Results-Outcome Analyser summaries the major conclusions drawn during the project to arrive at an outcome. The summary includes a summary of results, which provide an insight into the final report.

The Case Study on Organizational Development with Solution – Case Study Summary is a brief introduction to the case study. It highlights the major points of the case study.

The concluding chapter presents an executive summary that describes the project, presents some suggestions for improvement, and answers the question “What’s in it for me?” The package contains four case studies and four solutions.

The first part of the book focuses on what organizational development is and how it will effect the organization. The next three chapters provide more detail on the case studies.

The Case Study on Organizational Development with Solution PPT is very helpful to organizations that want to improve their efficiency and productivity. The authors of the book are quite experienced and highly regarded in the field of management and leadership development.

To read the work and watch the video gives the readers a strong insight to how an organization’s business is being managed. These three aspects of the management and leadership development are covered in this book: Fundamentals, development, and problem identification.

The Volvo YCC Case Study Solution

The Volvo YCC Case Study Solution was created for people who are looking to increase their professional network. It helps you stay […]

Unilever Lifebuoy Case Study Solution

In this article I am going to discuss a health care policy used by Unilever Lifebuoy, Inc., the most cost effective, high-profit […]

The Harvard Case Study Solution PPT

A North Country Auto Case Study Solution PPT is the perfect resource for anyone that is looking to maximize their profits. If […]

Using the Volkswagen Scandal Case Study Solution For Your Legal Problem

The Volkswagen scandal is an interesting case study because of all the related issues. The questions it raises about the role of […]

IMAGES

Case Study For Organizational Development Ppt Slide
Case Study On Organizational Development With Solution Ppt
Case Study On Organizational Development With Solution Ppt
Case Study On Organizational Development With Solution Ppt
Case Study For Organizational Change Ppt Slide
Business case study summary highlighting problem and solution

COMMENTS

18 Organizational Development Examples From Companies
3. Organizational redesign at Corning. Glassware manufacturer Corning had a mold machine shop struggling with cost overages and slow delivery. Redesigning the shop's structure and workflow and training employees in communication and high-performance skills led to lower costs, increased profits, and better-skilled employees. 4.
Organizational development (OD) interventions: examples & best
Organizational Development (OD) interventions refer to a systematic and planned series of actions or activities designed to improve the overall effectiveness, health, and performance of an organization. To simplify, an OD intervention is a process that is actioned in response to a need for change.
Organizational Development Case Study
We hope you enjoyed this organizational development case study. To schedule an initial meeting with LRI, please contact us online or call 1-800-598-7662. In this organizational development case study we help the Sacramento Natural Foods Co-op, a $15 million business with 7,000 member-owners, engage its members.
Organization Development
The paper uses the Tedtec Company Limited, which is a fictional organization. The company chosen for this case study is respected in the country of origin. It is among the pioneers of organizational development in the country. Tedtec Company Limited that is located in India has been in operation for the last 70 years dealing with machinery ...
Mini Case Studies
The mini case studies can fit on a PowerPoint slide or be given to students as one page to read. They were developed to be processed in-class, over the course of an hour. Use of the minis helps students identify the problem, pinpoint possible solutions, and create holistic action plans. Leadership among Friends : Untangling Competing interests.
Case Study On Organizational Development Ppt
Organizational development case study 1. BY :ZULFADLI OTHMAN MESNAN SUPA'AD NAJMINA MD ISA 2. MOTTO : "TO BRING HUMANITY BACK TO AIR TRAVEL" JetBlue was incorporated in Delaware (August 1998) Founded…
20+ Best Free Business Case Study PowerPoint PPT Templates Downloads
Free Go-To-Market Strategy PowerPoint Template. This business case study template PPT for free has a blue background with a few colorful abstract shapes. There's an image of many hands coming together to show teamwork on the cover. 6. Formal Slides PowerPoint Templates.
Cases and Exercises in Organization Development & Change
Part I: Cases in the Organization Development Process. Case 1: Contracting for Success: Scoping Large Organizational Change Efforts. Case 2: The Discipline Dilemma in Rainbow High School. Case 3: A Case of Wine: Assessing the Organizational Culture at Resolute Winery. Case 4: Utilizing Exploratory Qualitative Data Collection in Small ...
How to Write and Present a Case Study (+Examples)
The above information should nicely fit in several paragraphs or 2-3 case study template slides. 2. Explain the Solution. The bulk of your case study copy and presentation slides should focus on the provided solution (s). This is the time to speak at length about how the subject went from before to the glorious after.
Cases and Exercises in Organization Development & Change
Designed for courses in organization development and change, this is a comprehensive collection of case studies and exercises. Original cases are written by experts in the field and designed to focus very precisely on a specific topic in the OD process or intervention method. Each case is accompanied by learning objectives, discussion questions, references, and suggested additional readings.
Cases and Exercises in Organization Development and Change
Cases and Exercises in Organization Development and Change. Designed for courses in organization development and change, this is a comprehensive collection of case studies and exercises. Original cases are written by experts in the field and designed to focus very precisely on a specific topic in the OD process or intervention method.
A Case Study of McDonald's Organizational Development
Based on the "Sinicization" of McDonald's as the main research background, this paper. focuses on the analysis of the group after entering the Chinese market in the organizational. management ...
10-Step Template To Craft A Successful Case Study Presentation
Key elements of an effective case study presentation template include an executive summary, problem statement, solution, execution details, key results, inclusion of quotes and testimonials, acknowledgment of contributors, call to action, conclusion, and Q&A session. A case study is like your argument's blueprint, explaining the why, how ...
Case Study on Organizational Development With Solution Presentation
The Case Study. on Organizational Development with Solution Presentation is a comprehensive guide on management and leadership in business.. In this edition, Bruce B. Morrison presents the product's executive summaries which provide the core foundation for this product. The Executive Summary covers The Fundamentals of Organizational Development.
Case Study Method: A Step-by-Step Guide for Business Researchers
Although case studies have been discussed extensively in the literature, little has been written about the specific steps one may use to conduct case study research effectively (Gagnon, 2010; Hancock & Algozzine, 2016).Baskarada (2014) also emphasized the need to have a succinct guideline that can be practically followed as it is actually tough to execute a case study well in practice.