# Organizational Development \[OD]

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**Responsible MCVP:** *Pending MC TM Manager input* · Contact: <_pending_@aiesec.dk>
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## Organizational Development (OD)

Organizational Development (OD) is the function concerned with how AIESEC in Denmark works as an organization — not what it delivers, but how it operates internally. As an OD team member, you focus on culture, team structures, strategic planning processes, and the health of the organization as a whole. Where Talent Management looks after individual members, OD looks after the system those members work within. You ask questions like: Are our teams structured effectively? Is our strategy understood and adopted? Do people feel connected to AIESEC's purpose? OD work is often invisible when done well and painfully obvious when neglected.

### Key Responsibilities

* **Organizational Culture** — Define, nurture, and protect the culture of AIESEC in Denmark. This includes articulating shared values, facilitating culture-building activities, and addressing cultural issues (e.g., lack of inclusion, burnout, disengagement) when they arise.
* **Team Structure Design** — Review and recommend team structures for LCs and the MC. Ensure roles are clearly defined, spans of control are manageable, and reporting lines make sense for the current term's priorities.
* **Strategic Planning Facilitation** — Support the MC and LCPs in developing term plans, annual strategies, and goal-setting frameworks. Facilitate planning sessions at conferences and ensure strategic goals cascade from national to local level.
* **General Body Meeting (GBM) Coordination** — Help organize and facilitate GBMs, including agenda preparation, voting procedures, and documentation of decisions. Ensure GBMs are run according to governance standards.
* **Health & Performance Monitoring** — Design and administer organizational health assessments (team health scores, culture surveys, strategy adoption checks). Present findings to leadership and recommend interventions.
* **Knowledge Management** — Ensure institutional knowledge is captured, documented, and accessible. Support transition processes, maintain organizational records, and contribute to the Knowledge Hub itself.

### Measures of Success

| Metric                | Description                                                                    | Typical Target    |
| --------------------- | ------------------------------------------------------------------------------ | ----------------- |
| Team Health Score     | Aggregate rating from regular team health assessments across LCs               | Target: 7+ / 10   |
| GBM Attendance        | Percentage of eligible members attending General Body Meetings                 | Target: 75%+      |
| Strategy Adoption     | Percentage of LCs with a documented term plan aligned to the national strategy | Target: 100%      |
| Culture Survey Score  | Member perception of organizational culture (inclusion, purpose, energy)       | Track and improve |
| Transition Completion | Percentage of outgoing leaders who complete a full handover to their successor | Target: 90%+      |

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OD metrics are often qualitative and long-term. Do not expect immediate numerical results — focus on consistent improvement and honest measurement.
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### Tools & Resources

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OD operational processes (e.g. the Coaching Cycle) are documented in the [OD Processes](/od-processes/od-processes.md) section.
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| Tool                             | Purpose                                                                                                                          |
| -------------------------------- | -------------------------------------------------------------------------------------------------------------------------------- |
| **Team Health Check Template**   | A facilitation guide and survey for assessing team dynamics, communication quality, and morale. Run quarterly or at conferences. |
| **Strategic Planning Framework** | A structured template for term planning that includes vision setting, goal definition, KPI selection, and action planning.       |
| **GBM Agenda Template**          | A standardized agenda format for General Body Meetings, including required governance items and optional discussion topics.      |

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There is currently no dedicated Google Drive folder for OD materials. Content for this function needs to be sourced and organized in collaboration with the MCVP TM/OD. If you are working on OD initiatives and need templates or historical documents, reach out to the MC directly.
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This page requires additional input from the MCVP TM/OD to complete the Tools & Resources section with verified links and current templates. Do not treat the resource descriptions above as final until confirmed.
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### Training Materials

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There are currently no dedicated training materials for OD in the shared Google Drive. This section requires input from the MCVP TM/OD to identify or create relevant training resources before it can be populated with embed blocks.
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### How to Get Started

1. **Understand the current national strategy** — Ask your LC President or the MC for the current term's national strategy document. Read it carefully. OD work only makes sense in the context of what the organization is trying to achieve — structure and culture should serve strategy, not the other way around.
2. **Run an informal team health check** — Before using any formal template, have honest conversations with three to five members across different functions in your LC. Ask simple questions: What is working well? What is frustrating? What would you change? These conversations give you ground-level insight that surveys alone cannot provide.
3. **Attend a GBM as an observer** — If a General Body Meeting is coming up, attend and observe how it is run. Note the agenda structure, participation levels, decision-making process, and energy in the room. This baseline observation informs any improvements you might later propose.
4. **Review last term's transition documents** — Find the handover documents from the previous term (ask your LC President or LCVP TM). Assess their quality: Were they thorough? Did successors find them useful? Transition quality is one of the clearest indicators of OD maturity.

*Last updated: April 2026 · Maintained by: MCVP TM/OD*


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