Organization development

Photo of items on table during a learning and development course
Organization development at UVic can be described as an ongoing effort to create a healthy, effective and productive organization.

Update coming soon! 

Dear UVic community,

This page will soon be moved to be part of the Manager support website. Keep posted for updates.


Organization development (OD) focuses on improving the effectiveness of the organization by aligning the strategic direction, goals and business processes of the organization with our employee's talents.

Whether it is large systems changes or smaller departmental/team development needs, OD is there to strategically support leaders and staff across the university.

Areas of OD support include:

  • coaching
  • mediation
  • conflict resolution
  • communication
  • facilitation
  • change management
  • strategic planning
  • team development
  • leadership development

OD resources

Core and leadership competencies

Staff core competencies

Key core competencies desired of all UVic staff:

  • Personal effectiveness
  • Commitment to quality
  • Navigating change
  • Communication
  • Building equitable relationships
  • Teamwork
  • Service focus
  • University community

Leadership competencies

Key leadership competencies desired of all leaders within UVic staff:

  • Personal insight and impact
  • Strategic focus
  • Investing in our people
  • Building our culture
  • Creativity and innovation
  • Problem solving and decision making
  • Change management
  • Achieving results

Competency framework and assessment

Change and transition services

The following resources and workbooks are there to support you during times of change and transition:

Building effective workgroups or teams

OD services can provide you with support for building effective team work.

The Developing Effective Teams Model provides a framework for guiding new and existing and/or changing teams to develop in five areas.

  • Goals: What the team aspires to achieve
  • Roles: The part each member plays in achieving the team goals
  • Procedures: The methods that help the team conduct its work together
  • Relationships: How the team members ‘get along” with each other
  • Leadership: How the leader supports the team in achieving results.

It is suggested that the first area to focus on is the centre of the model (vision, mission, goals and values) however, work in any one of these areas would be beneficial and is reccomended.

Your OD consultant will be able to help determine which areas would be most helpful to focus on and help design the process and facilitate your workshop.

Below are a couple documents to help further support you in the area of team building:

OD services

When to seek OD consultant services

OD services can improve engagement, aid with retention and create a positive and healthy work environment. 

Proactively - future planning and anticipation:

  • planning a large system event/retreat (strategic planning)
  • anticipating change
  • integrating teams
  • developing new teams
  • fostering learning and development of new skills
  • leadership coaching

Reactively - immediate help required:

  • engaged in a change that is creating tensions, issues, conflicts etc.
  • mediation and or coaching between colleagues
  • leadership coaching
  • facilitating team development
Your OD consultant can be called in to help you deal with issues when there are "grey areas" on how to handle something—when it's about relationships, about working together or about building a better workplace.


Please note: your assigned HR consultant can also help you determine if you would benefit from organization development (OD) services.

Consulting framework

The OD consultant will use the following consulting framework to guide their work with you:

Contracting phase

We help you clarify needs, identify desired outcomes and determine options for proceeding. We also explore how we can support you in achieving your objectives.

Assessment phase

We gather more information as required and bring it back to you to identify areas for growth and build a plan for development.

We may collect information using interviews, focus groups, surveys, observations, or review historical material.

Implementation phase

We work with you to implement strategies, make changes and "grow your strengths."

Evaluation phase

We seek immediate written feedback on our work and, if applicable, a longer term assessment of results.

Related staff and forms