Societal change is concurrent with change in organizations and institutions. Organizations are vehicles for change and also sites of change. A healthy organization, which is in dynamic balance with the external environment and needs of the community, is essential for facilitating social development and social change processes.

A snap shot of the development sector reveals that organizations function under continuous pressures to adapt and stay relevant in the changing external environment. Along with external forces, there is a continuous need for innovation and change from within organisations, for them to stay dynamic and creative. These two forces need to be understood and managed effectively for organizations to remain meaningful, alive, and vibrant. It is also important to recognize that organizations are also complex relationship weaves created with a mix of values, purpose and resources. Hence, any change and growth influences both technical and human dimensions of organizational functioning.

 It is in this context that the approach of Organizational Change functions to support the process of change in organizations. To elaborate, this approach entails conscious and planned change efforts designed towards enhancing organizational effectiveness. Such a process involves change at the individual, organizational and institutional levels.

Organizations typically seek Organization Development (OD) support in times of crises or at the suggestion of donors. This scenario is not very enabling for organizations to fully own the change process. Apart from interventions initiated by external stakeholders, there is a need to position OD process as an essential component of organizational functioning. Hence it is important to support organisations to acknowledge and address OD issues as a maintenance function.  Along with bringing in their expertise, external resource persons are expected to educate and enable the organizations to enhance their role in the OD interventions.