Organizational development (OD) is a systematic and efficient approach to ensuring
continuous organizational performance through the involvement of its employees. Every organization is
distinct, with its own set of problems, goals, and context, and it is almost certainly at a different
stage of development.
The organizational development process is a deliberate, systematic, and controlled
attempt to make an organization more useful by staging interventions in the systems and methods upon
which it is built.
Organization development and systems strengthening (ODSS) is a strategic capacity-building methodology
or process that strengthens the capacity of local organizations to address community problems by
designing, implementing, monitoring, and evaluating the impact of their interventions. It is a dynamic
and outcome-driven participatory process that places an emphasis on organizational ownership.
Local organizations are critical to youth advocacy because they mobilize, empower, and
support communities to effectively respond to community needs and development agendas. Despite this
strategic role, one of the barriers that often limits local partners' ability to implement projects
effectively is a lack of organizational capacity for long-term impact. Many local organizations lack the
capacity to develop clear mandates, manage resources, fine-tune leadership structures, plan and design
sustainable projects, monitor progress, manage partnerships, and use knowledge gained for better and
more informed project interventions in their communities and beyond. Below are some of the gaps
identified during baseline assessment for the SGs.
Testimonials
Dream Achievers Youth
Organisation
Kisumu Progressive Youth
Nairobits
Network Empowering Samburu
Transformation
Naretoi Development
Initiatives
Youth leaders Stakeholders
Forum
DAYO
1. When did you first encounter an Organizational
development system strengthening?
DAYO first encountered ODSS in 2012 when WOFACK supported the organization in
developing its 1st policies.
2. What was the state of your organization in regards
to organizational development system strengthening?
Following the most recent organizational capacity assessment in 2019, DAYO scored
poorly on the governance & risk management component. For instance, the advisory
board had never met and the organization had not held any annual general
meetings since its inception. Further, DAYO lacked a current strategic plan and
an organizational work plan.
3. How has OD influenced the operations in your
organization? What wins/Successes can you attribute to it?
Through Organizational Development, DAYO has experienced successes in the review
of its constitution, the development of a strategic plan (2020-2024) among other
organizational policies and manuals. These have in turn contributed to
organizational efficiency in serving its community.
4. How did you feel after you noticed the change
within your organization? What approaches do you think made this happen?
We felt excited and encouraged after having noticed the positive change within
our organization after incorporating the tenets of organizational development.
We can attribute these changes to the development of a strategic plan
(2020-2024) that will give a strategic direction to the organization,
incorporating its current priorities. Further, the mentorship training on
QuickBooks has enabled the finance department to have an efficient system for
recording and reporting transactions. The M&E Manual has also offered guidance
for adapting components of M&E into local programming contexts. The manual also
contributes to the learning environment within DAYO by describing the ways in
which it can be consistently used to inform problem analysis, program design,
implementation, monitoring and reporting of evaluation findings.
5. What did you like most about incorporating OD as a
critical priority in your organization?
Incorporating OD proved beneficial to us in the identification of critical gaps
in each department at DAYO and the development of a need based plan to address
the gaps identified. This has led to the strengthening of the Organizational
capacity at DAYO.
KPY
1. When did you first encounter an Organizational development
system strengthening?
Our first encounter with ODSS was under the Y-ACT project during the assessment phase in
late 2019.
2. What was the state of your organization in regards to
organizational development system strengthening?
As a result of the ongoing capacity development support from Y-ACT, KPY developed and
reviewed various policies & manuals relevant to its organizational growth and internal
controls. These include a Financial Manual, Procurement policy & manual, Volunteer
policy, Human Resource Manual, Asset disposal policy and Travel policy.
3. How has OD influenced the operations in your organization?
What wins/Successes can you attribute to it?
Kisumu Progressive Youth now has an operational financial and human resource manual that
clearly illustrates accountability for funds, demonstrates compliance with reporting and
communication requirements, demonstrates capacity to manage financial resource, strong
internal control system, documented procurement procedures and demonstrated capacity for
timely procurement of goods and services. The organization also adopted the QuickBooks
accounting system and Bulk M-PESA platform for efficiency in the management of finance
and reporting. When adequate internal controls pervade all elements of the
organization’s management and accounting, the administrators make informed decisions.
These decisions have rested entirely on the sound information that the management and
accounting practices are fostered by understanding what internal control means and by
subsequently ensuring that the internal controls are implemented and followed making the
decision makers can have confidence in the financial data.
4. How did you feel after you noticed the change
within your organization? What approaches do you think made this happen?
The positive change as relates to organizational efficiency was met with positive
sentiments from the staff, management included. These changes can be attributed to the
fact that Kisumu Progressive Youth developed and launched a new organization strategic
plan 2020-2024 with support from ForumCiv. The new strategic plan is currently in use,
steering the strategic direction of the organization in terms of resource mobilization,
programming, administration and internal capacity development.
5. What did you like most about incorporating OD as a
critical priority in your organization?
Consistent in-house capacity building by Y-ACT enabled KPY to develop a joint capacity
development plan on financial management, project management and monitoring &
evaluation. Developing the capacity of staff at KPY on accounting principles like book
keeping, systematic project reporting and creative approaches to data collection and
analysis has also enabled KPY to streamline its financial management. Further, KPY staff
and volunteers have also been encouraged to register for courses on Amref Health
Africa’s e-learning platforms.
Nairobits
1. When did you first encounter an Organizational development
system strengthening?
We had our first encounter with organizational development & systems strengthening from
the Y-ACT project in 2018.
2. What was the state of your organization in regards to
organizational development system strengthening?
Nairobits Trust identified a significant gap in Strategic and operational plan. For
instance, there was a low partnership linkage with GOK agencies despite having many
projects that required partnership with the national and county Governments. Further, we
did not report directly to the Nairobi County Government and our strategic plan meant to
guide the organization was outdated.
Through OD, the NairoBits Trust set out to achieve increased partnership with the Nairobi
County Government, consistent attendance of County TWG meetings, commitment statements
from County officials and the development of a new organizational strategic plan.
3. How has OD influenced the operations in your organization?
What wins/Successes can you attribute to it?
OD has strengthened our organization's capacity to create a continuous cycle of
improvement. We have been able to develop our strategic plan (2021- 2025) that will
guide how we implement, evaluate, improve and monitor all our project activities. The
incorporation of OD within our organization is our proactive approach towards embracing
change.
4. How did you feel after you noticed the change
within your organization? What approaches do you think made this happen?
A change highlighted was increased feedback and interaction within the organization
which
in turn increased ownership of the shared goals and values among the staff. Open
communication also led to increased understanding of project needs and objectives as
well as staff growth seeing as it enabled them develop their skill sets.
5. What did you like most about incorporating OD as a
critical priority in your organization?
What we liked most about OD was that it enabled us to continually improve our processes
and services to our target audience. Our organizational efficiency has improved, enabled
by our strategic choices & set activities being aligned to our strategic plan.
NEST
1. When did you first encounter an Organizational development
system strengthening?
NEST CBO first encountered ODSS through Y-ACT in March 2020.
2. What was the state of your organization in regards to
organizational development system strengthening?
NEST CBO was still in early stages of development and did not have a proper
organizational system in place.
3. How has OD influenced the operations in your organization?
What wins/Successes can you attribute to it?
OD has really changed how NEST operates in terms of timelines, communications,
organizational behaviour, accountability and planning. The organization now has ratified
15 policies including Finance, Human resource, Procurement, Communications, ICT, travel
among others. The organization has also come up with a 5-year strategic plan for
2020-2025. Through Y-ACT’s support, NEST has been able to strengthen its procurement,
accounting and reporting systems including checks and balances as well as the human
resources handling the same. Through this systems strengthening, NEST has improved its
relationships and working experience with other partners as well as increased the
organization’s confidence in approaching potential partners.
4. How did you feel after you noticed the change
within your organization? What approaches do you think made this happen?
Members of the organization inclusive of the governing board and management were elated
and inspired. It was really an incentive for us to achieve more as an organization.
5. What did you like most about incorporating OD as a
critical priority in your organization?
Incorporating OD as a critical priority at NEST was really important. We liked the fact
that we were not charged for it because it would have cost the organization a lot. We
also liked the fact that Y-ACT incorporated OD during the project’s implementation of
which it had a great impact on, while also enabling us measure our organizational growth
through the process. The fact that Y-ACT went on to partner with NEST despite the
significant gaps in organizational development and systems strengthening was extremely
encouraging as well.
6. Has Y-ACT’s support influenced your resource mobilization
efforts?
Y-ACT has really shifted our organization resource mobilization efforts. After engaging
with Y-ACT and the regular sensitization and training we have secured two other donors.
We attribute this to the OD process because it prepared us for the assessment. As we
lobby for partnerships and mobilize for funds, we are now guided by organizational
policies and the strategic plan we put in place with help from Y-ACT.
NDI
1. When did you first encounter an Organizational development
system strengthening?
Our first encounter with organizational development was in 2019 during our first
organizational capacity assessment and strengthening by the Y-ACT project. This was
right before we received the sub-grant to implement a project that seeks to improve
access to youth friendly services in Samburu county.
2. What was the state of your organization in regards to
organizational development system strengthening?
At the very first encounter with organizational development & systems strengthening, our
finance and management reporting systems were poor seeing as we did not have an existent
financial practices manual. Further, we had not developed any work plans since our
inception and we lacked a documented strategic plan despite the staff having a general
understanding of the key project activities.
3. How has OD influenced the operations in your organization?
What wins/Successes can you attribute to it?
The OD tool by Y-ACT has been very much helpful in terms of shaping and strengthening
NDI’s organizational development having enabled us to seal the gaps identified during
the first organizational capacity assessment. These include development of strategic
plans, advocacy strategies and work plans/activity plans; the development of policy
manuals such as Human resource policy, Financial Policy, Procurement Policy and other
necessary policy manuals that inform the strategic direction of NDI. However, we still
have a long way to go but we look forward to further capacity strengthening from
Y-ACT.
4. How did you feel after you noticed the change
within your organization? What approaches do you think made this happen?
The tremendous positive change we noticed within the organization was thrilling,
particularly as relates to our increased capacity to manage big projects and ability to
network and work closely with partners and attracting more donors. We are truly indebted
to Y-ACT for the amazing approach they’ve taken in strengthening the capacity of
youth-led organizations in the country to be able to carry out and shape their advocacy
work.
5. What did you like most about incorporating OD as a
critical priority in your organization?
A series of activities contributed to the realization of such a big positive change
within our organization. These activities include the in-person trainings supported by
Y-ACT and access to the Youth in Action Advocacy online modules that really shaped our
advocacy work and equipped our staff with adequate advocacy skills, particularly our
ability to package and communicate advocacy messages, monitoring and evaluation and
ability to carry out outcome harvesting. Despite the cessation of in-person meetings due
to the COVID-19 pandemic, the Y-ACT team and its local implementing partners supported
our capacity strengthening and organizational development efforts through virtual
sessions.
6. What did you like most about incorporating OD as a critical
priority in your organization?
Incorporating OD is critical for the success of any organization that hopes to carry out
its advocacy work effectively. OD acts as a foundation for the organization by driving
an organization’s effectiveness and efficiency in the manner in which it formulates and
manages its projects, controls finances, conducts monitoring and evaluation and project
sustainability after donor exits. Further, OD provides a guide through which an
organization maintains its strategic direction and remains focused on achieving its
strategic goals.
7. Has Y-ACT’s support influenced your resource mobilization
efforts?
Y-ACT opened our eyes to the world of resource mobilization. Through Y-ACT, we were able
to receive other external support; financial assistance and in-kind assistance from
various organizations such as the Samburu Children’s Programme, Aga Khan Foundation,
Population Reference Bureau, and the National Government’s Affirmative Action
programmes. We are now better placed to network with other partners and mobilize
resources for our consistent advocacy work.
8. How did you feel after having secured funding from other
donors?
Securing funding from other donors, was really exciting for us due to the capacity
strengthening we received from Y-ACT which greatly transformed the quality of our work.
YLS
1. When did you first encounter an Organizational development
system strengthening?
Our first encounter with ODSS was after we received the first grant from Y-ACT.
2. What was the state of your organization in regards to
organizational development system strengthening?
Prior to the incorporation of ODSS within YLS, the organization lacked an organizational
strategic plan, experienced staff, staff contracts with clear job descriptions, a proper
finance and M& E reporting toolkit and critical policy documents that govern
organization operations.
3. How has OD influenced the operations in your organization?
What wins/Successes can you attribute to it?
OD has greatly improved our organizational operations. For instance, we have developed
an efficient financial system such as the adoption of the MPESA bulk system payment that
has limited use of cash and ensured accountability. We also developed policies that
govern the organization which were previously lacking and improved on the existing ones,
alongside the development of a website to increase visibility. Further, we are currently
developing an organisational plan and now have a strategic plan for the organization for
year 2021-2023.
4. How did you feel after you noticed the change
within your organization? What approaches do you think made this happen?
The changes brought about with the OD assessment are tremendous and we are filled with
gratitude looking at the magnitude of change brought about. The Y-ACT team was very
understanding and took us through the process with ease. We kept an open mind and
acknowledged our challenges therefore being flexible and willing to learn and improve.
The board members were also very supportive of the process.
5. What did you like most about incorporating OD as a
critical priority in your organization?
The fact that the entire organization team was involved; both board members and staff
was a key highlight for us. We are now more vibrant, able to build more networks and
implement more activities through partnerships we forge through the process.
6. Has Y-ACT’s support influenced your resource mobilization
efforts?
Yes. We were able to source for funding because we have a clear record of our
organizational operations and activity reports to attach as evidence which we lacked
previously.
7. How did you feel after having secured funding from other
donors?
We were extremely excited! We are now able to implement more programs and in turn create
a bigger impact in our community.