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One-Year

Sociosystemic Organizational Development

The One-Year Organizational Development package is the perfect choice for organizations that are looking to not only gain a better understanding of the state of the diversity, equity, and inclusion within their workplace, but that are also ready to implement systemic change, as well. There are six unique components that are part of the One-Year process: (1) SCOLA Report, (2) Questionnaire, (3) Workshops, (4) Final Report and recommendations, (5) Sociosystemic Constitution, and (6) Strategic Planning. The best way to interpret the One-Year SsOD process is to understand it in halves with the first 6-months of the process being evaluation and the latter 6-months being implementation. See below for more information on each!

Document Review

Document Analysis

SCOLA Report

The document review portion is the first portion of the Sociosystemic Organizational Development process. This portion involves your organization providing us with any relevant documents you have that pertain or allude to the nature diversity, equity, and inclusion in your workplace. Some examples of these documents might be: Employee Handbook, Mission, Vision, & Values statements, Websites, Social media pages, Organizational Charts, and Employee Demographics. From here, our team of experts will review and analyze your materials over the next few months and provide you with a SCOLA Report - our own unique version of a SWOT Analysis. This report will provide you with a professional opinion and estimation of the ways in which your employees, existing clients/members, potential clients/members, and even competition might be receiving the information inferred by the language in your documents. The report will offer recommendations on how to make immediate and long term adjustments.

*Note* The SCOLA Report is not influenced by the Questionnaire in any way!

Questionnaire

Interviews

Survey

The Questionnaire component involves two distinct areas - employee/stakeholder interviews, and employee and stakeholder surveys; both of which are 100% anonymous!

  1. The interview portion requires your organization to select up to 15 people (maximum) - employees or stakeholders - to be interviewed by our team. They will be asked a mix of quantitative and qualitative questions that revolve around the culture and experience of the workplace. All responses are privileged and the identity of the interviewee will, of course, be kept anonymous.

  2. The survey portion allows those employees not selected for interviews to remain involved in the overall process. Unlike the interview questions, the anonymous surveys will not involve any qualitative questions but will involve the quantitative questions.

The results of, both, the interviews and the survey directly inform the Final Report (not the SCOLA Report) which will be provided to you at the end of the six months.

Inclusive Diversity Workshops

Conference Style

Core Five

8 Workshops

Both Sociosystemic Organizational Development packages come complete with a series of Inclusive Diversity Training workshops. Our unique and original workshops have traveled the world, been offered on two continents, and have presented in front of more than 25 representatives from countries around the world. The One-Year package includes eight of our Inclusive Diversity Training workshops:

  1. Core Five 101

  2. Power & Privilege

  3. Identity & Intersectionality

  4. Systems of Socialization

  5. Cultural Competence

  6. Allyship & Advocacy

  7. Microaggressions in the Workplace

  8. Diversifying Your Hiring

A critical purpose for these presentations being a part of the SsOD package is to ensure that the individual growth and development work of DEI continues throughout the One-Year process. We are a systems-focused company who understands that systems are only as strong as the people within them.

Final Report

Results

Rubric

Scorecard

Recommendations

After a period of six months, your organization will receive our Sociosystemic Organizational Development Final Report. This report will be the second report you receive from us (the first being the SCOLA Report) and will be the most robust. Inside the Final Report will be the anonymous results from the interview and survey, our SsOD Rubric and Scorecard detailing which type of organization you are (Homogenous, Diverse, Multicultural, Sociosystemic) and providing insight regarding how we determined your placement, and finally, a series of recommendations on how to move forward.

For efficiency and ideal effectiveness, organizations should view the Final Report and the SCOLA Report as one document when processing the recommendations provided for "Next Steps." 

Sociosystemic Constitution

Design

Behavior

Governance

Federalism

At the heart of our One-Year process is our Sociosystemic Governance Framework, which is bound together - along with your Strategic Plan - by our Sociosystemic Constitution (SsC; Ss Constitution). What separates Visceral Change from the rest of the organizational development consultancies out there is our unique and deliberate approach to the development process. As a systems-centered organization, we center our work around the laws of behavior, recognizing that in order for sociosystems (or, sustainable DEI) to exist in your workplace, you first have to make sure your organizational design and behavior align. Our Sociosystemic Constitution is a binding document that, by design, ties these two things together for you. Grounded in Federal theory and modeled off of the United States Constitution, the Ss Constitution is the only document of its kind that uniquely serves this purpose for organizations and institutions.

Strategic Plan

Pillars

Expect Results

Action Items

Term Planning

The Strategic Plan is the final component to our One-Year organizational development process. Where the Sociosystemic Governance Framework speaks to the organizational design of your workplace, the Strategic Plan inevitably speaks to your organizational behavior. Working in concert with the rest of the Constitution (as part of the Constitution), the Strategic Plan is the place where we begin to create5 Pillars (or, goals) to begin putting our sociosystemic design into practice. Although this plan is relatively straight forward, it is complex, in some ways, and there is a lot more to it, so you're definitely going to want to check out our section on the Sociosystemic Governance Framework as soon as you're ready for more info!

© 2018-2021. Visceral Change, LLC. All Rights Reserved.

*Acknowledgement* Tucson, AZ. sits on the lands of the Tohono O'odham & Pascua Yaqui Nations. The United States of America was founded on Indigenous land and built on the backs of enslaved Africans.