Email: belinda@belindacoghlan.com.au | Phone: 0414 642 921
Perth-based Organisational Development Consulting
WHAT
is Organisational Development?
Organisational Development (OD) is the structured, evidence-based work of improving how an organisation is designed, how its people work together and how effectively it adapts to change.
We diagnose what’s really getting in the way of performance across culture, structure, leadership, people and systems, then design practical solutions that build capability and create lasting change.
In simple terms, OD helps close the gap between how your organisation works today and how it needs to work tomorrow.
WHO
needs Organisational Development?
Usually when the way the organisation currently works no longer matches where it needs to go. This might show up as cultural problems, unclear accountabilities, bullying incidences, high turnover, poor collaboration, rapid growth, duplicated roles, excessive workloads, leadership gaps, low engagement or an organisational structure that has simply outgrown the business.
WHY
have Organisational Development?
OD done well, helps organisations to reduce harm and preventable costs, adapt faster, learn continuously and perform better - strengthening productivity, innovation, resilience and competitiveness.
HOW
does Organisational Development Consulting work?
Culture Change Consulting - diagnosing, defining and embedding the culture, values and behaviours your organisation needs to perform at its best.
Restructure Consulting - designing and implementing organisational change with clarity, consultation and care, while managing people, change and psychosocial risks.
WHY
choose me?
With more than 25 years' experience in HR, culture change and people leadership, I've worked both inside organisations and as a trusted external adviser. That means I understand the realities of balancing people, performance and commercial outcomes.
I'm also the Founder of the Psychological Safety Systems Blueprint™ and hold accreditation in:
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Barrett Values Centre Culture Values Assessment (CVA)
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Academy of Brain-based Leadership Psychological S.A.F.E.T.Y.® Model
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International Coaching Federation (ICF) Executive and Organisational Coaching
My team and I bring a plethora of skills, experience and knowledge to add value to a complex project like culture change. This includes People and Culture specialty, Work Health and Safety, Organisational Development, Executive Coaching and Group Facilitation.
We bring together evidence, data, practical experience and a healthy dose of common sense to solve what are, quite often, delightfully complicated people problems.
Frequently Asked Questions
How is Organisational Development different from HR Consulting?
HR Consulting typically focuses on the people systems around work policies, employment practices, compliance and employee matters.
Organisational Development looks at the organisation as a system, including its culture, structure, leadership, capability and ways of working, to improve performance and support sustainable change.
What's the difference between Culture Change Consulting and Restructure Consulting?
Culture Change Consulting focuses on how people work together values, behaviours, leadership, psychological safety and the systems that reinforce culture.
Restructure Consulting focuses on how work is organised roles, responsibilities, reporting lines, capability, workloads and organisational design.
Often the two overlap. Changing the boxes without considering the culture or changing the culture while ignoring the boxes rarely works well.
Do you diagnose the problem before recommending a solution?
Yes. Good OD starts with understanding what's actually causing the problem, rather than jumping straight to a restructure, workshop or new set of values.
Depending on the issue, this may include organisational data, employee consultation, culture diagnostics, leadership interviews, structural analysis, psychosocial risk assessment and review of existing people systems.
Can you help if we know something needs to change but aren't sure what?
Absolutely. That's often where OD adds the most value. We can help identify whether the underlying issue sits with culture, structure, leadership, capability, systems or a combination of them before deciding what needs to change.
How do you manage the people risks associated with organisational change?
Change can create uncertainty, increased workload, role ambiguity, poor communication and other psychosocial risks. We incorporate consultation, communication, change management and psychosocial risk considerations throughout the process rather than dealing with the people impacts after the structure has already been decided.
Do you provide change management support?
Yes. Organisational change needs more than a project plan. We support leaders to communicate the rationale for change, understand stakeholder impacts, consult effectively, manage resistance, build capability and embed new ways of working. Where appropriate, our team can also apply the Prosci ADKAR® change methodology through a Prosci-certified consultant associate.
How long does an Organisational Development engagement take?
It depends on what we're solving. A targeted piece of work may take several weeks; significant culture change or organisational restructuring can take considerably longer.
We agree the scope, stages and measures upfront—and build in review points so you can see whether the change is actually working.
How do we know whether the OD work has made a difference?
We establish measures of success before implementation, which may include culture and psychological safety measures, turnover, engagement, productivity, role clarity, workload, leadership behaviours, organisational capability or other business-specific indicators. Because "everyone seemed to like the workshop" isn't an OD measurement strategy.