Organisational Development

Organisational Development

Information, tools and resources about Organisational Development.

As stated in our Mission, Outdoors Queensland’s primary purpose is ‘to raise the profile, capacity and opportunity for outdoor recreation in Queensland and encourages all people to recreate outdoors’. To proactively address the responsibility inherent in our Mission, we are committed to providing information, tools and resources to the sector on a variety of topics, such as Risk Management, Staff Development, Industrial Relations, WH&S, Governance, Media Management and Organisational Development.

What is Organisational Development?

Organization Development is an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization’s ‘processes,’ using behavioral-science knowledge”  (Richard Beckhard, “Organization development: Strategies and Models”, 1969).

Put more simply, it is the practice of ‘changing people and organisations for positive growth’. (Australian HR Institute)

Why Organisational Development

Outdoors Queensland encourages our Green Circle Members and other businesses operating in the outdoor sector to review the way they manage their businesses, and provides appropriate easy access resources. We have developed this set of resources because we believe there is a need for small to medium business in the outdoor sector to improve the way they operate, manage staff, market and present themselves to their potential clients.

We initially engaged Andrew Murray, from Applied Adventure, to deliver a series of 4 Articles (see below) on the topic of Organisational Development and to facilitate 2 Workshops to explore the issues, the options and the way forward. Due to unforeseen circumstances, Andrew is now unable to be involved.

So, we are very pleased to announce that executive leadership and business coach Bec Fox from has agreed to come on aboard as the new facilitator of the Organisational Development workshops.

Bec Fox

Unleash Your Power

Bec Fox is a highly respected executive leadership and business coach and a specialist in exceptional leadership, transformational mindset, personality profiling and cultural wellness. Bec runs bespoke leadership programs and team building workshops that include engaging activities, strategies and if so inclined, adventure activities, as well as VIP executive coaching, leadership and team workshops throughout Australia and internationally.

More about facilitator Bec Fox


With 30 years’ experience in leadership development, and high team performance, and 20 plus years founding successful businesses in Camps, Outdoor Recreation and Leadership and Business Coaching. This includes building high functioning teams, successful businesses, governance including President of Australian Camps Association, marketing and sales, creating programs and services to attract and retain niches, developing successful partnerships, designing strategic plans and visions, adapting to change, being effective in communication, conflict resolution and creating transformational change within a team and the whole organisation or business.

Bec is a highly sought after executive coach, event speaker and workshop facilitator. Bec is known for her passion, high energy and engaging coaching style. She delivers powerful insights in the areas of business, leadership and human psychology to shift perspectives, influence behaviour and create real transformation within a business.

Bec runs bespoke leadership programs and team building workshops that include engaging activities, strategies and if so inclined, adventure activities. She is an accredited Extended DISC profiler and NLP practitioner.

Do you want Bec to really dig deep for your business? Bec works closely with companies and businesses to help them drive improvements, develop their team, fast-track their growth and accomplish the goals. She has worked with a wide range of businesses from International and National organisations such as International Camps Fellowship (ICDC), Youth Hostels Australia, YMCA and Radio Systems Australia and Australian Camps Association, State-based organisations such as Scouts Qld, Dept Health, Dept Education, Doxa Youth Foundation, Guides and QORF, City Councils, and a plethora of SMEs including camps, builders, accountants, financial planners, architects, sole operators, NFPs and more.

As you will find, Bec’s passion is to Unleash Your Power in leadership, business and teams, and her values include growth, authenticity, leading champions, business and program excellence, results, adventure and zest for life. She brings a breadth of experience and strategies to help you excel in your business to improve systems, performance, organisational development, leadership and teams.

0407 915 300


Organisational Development Workshop Part A 2019

Dates: Saturday June 8
Time: 09:00 – 16:30
QORF, Sports House, 150 Caxton Street, Milton
(see on Google Maps)

Catering will be provided

Please email Mark at
if you have any questions


The first step towards success is knowing what’s important to you. When you know that, you can then focus your efforts on achieving what matters, instead of jumping at the next chance that comes along.  (Michael Henderson, Finding True North)

Discussion Points Part A

  • Introductions and Preliminary Conversations
  • Developing or Assessing Your Organisational Vision
  •  Planning towards your vision:
  • Strategic Planning
  • The importance of Culture
  • Operational Planning
  • What’s this “Values” thing about?
  • Identifying/Evaluating Your Corporate Values.

Please note,  this is a repeat of a similar workshop held in November 2018

What they said:

It was helpful to hear from other operators about their development, and take the time to reflect on where we are heading.

It gets you thinking about your business and allows you to check in – (whether you are) on or off track

One of the highlights of the day was meeting other small business owners. We all have similar (but different) intentions. It was great to hear other’s experiences.

Organisational Development Workshop Part B 2019

Dates: Saturday July 6
Time: 09:00 – 16:30
QORF, Sports House, 150 Caxton Street, Milton
(see on Google Maps)

Catering will be provided

Please email Mark at
if you have any questions


Discussion Points Part B

  • Keeping it Real – making sure we “Walk the Talk”
  • Performance Management: Translating Values to Behaviours
  • Accountability
  • Creating a “Value Monopoly”
  • What sort of an organisation do you want to be?
  • Successful recruitment and retention strategies for your most valuable asset – your team
  • Action Planning and Networking

Booking Form

Organisational Development Workshop Booking Form

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THINK DIFFERENTLY: lessons from Steve Jobs

Think Differently: lessons from Steve Jobs

“The recent passing of Steve Jobs got me wondering what the rest of us mere mortals could learn from such a visionary businessman and creative genius.”

Carmine Gallo’s book, The innovation secrets of Steve Jobs, distils Jobs’ philosophy down to seven principles. After thinking about how I can apply those ideas to a new venture a friend and I are planning, here’s what I came up with.”

Jayne Tancred

Good to Great (Jim Collins)

Good to Great: Why Some Companies Make the Leap…and Others Don’t

Some companies have always been great, such as Coca-Cola. Good to Great by Jim Collins isn’t about this type of company. It’s about companies who were good for a long time and then somehow became great for a long time. To find those companies 1,435 companies were examined over a 40 year period. From this research, eleven great companies were found. And the question this book attempts to answer is how did these companies become great, and are those lessons repeatable?

The answer is surprisingly simple, pragmatic and straightforward.

Finding True North (Michael Henderson)

Finding True North

Finding True North, by Michael Henderson, is a book devoted to helping you understand and clarify your values in order that you can lead a more fulfilling life.

‘Our values are our personal preferences and priorities. Values represent what is most important to us in our life’

After explaining what values are the book then takes you through a step by step process to help you to clarify your own personal values and apply them within your own life.

Finding true North

The Stockdale Paradox

The Stockdale Paradox.

The concept is named after James Stockdale, who was a US Navy Vice-Admiral. Stockdale was a prisoner of war for over seven years during which time he was tortured many times.

When asked how he handled the uncertainty of his outcome he said,

“I never lost faith in the end of the story, I never doubted not only that I would get out, but also that I would prevail in the end and turn the experience into the defining event of my life, which, in retrospect, I would not trade.”

When asked which kind of people didn’t survive, Stockdale said it was the optimists. The ones who, for example, believed they’d be out by Christmas. Christmas then came and went. And so did the following Christmas. And several more. And eventually, they gave up and died demoralized and of a broken heart.

So, as you can see the Stockdale Paradox is a philosophy of duality. It involves having the discipline to confront the brutal facts about your situation. But at the same time, it involves never losing faith that you will prevail in the end.

Business, and of course life, will inevitably throw lots of difficulties at us. But it is how we handle these difficulties that will have the biggest impact on the course of our lives and our business.

Read More

Kotter's 8-Step Change Model

Kotter’s 8-Step Change Model
Implementing change powerfully and successfully

Change is the only constant (Heraclitus, Greek philosopher)

What was true more than two thousand years ago is just as true today. We live in a world where “business as usual” IS change. New initiatives, project-based working, technology improvements, staying ahead of the competition – these things come together to drive ongoing changes to the way we work.

Whether you’re considering a small change to one or two processes, or a systemwide change to an organization, it’s common to feel uneasy and intimidated by the scale of the challenge.

You know that the change needs to happen, but you don’t really know how to go about doing delivering it. Where do you start? Whom do you involve? How do you see it through to the end?

There are many theories about how to “do” change. Many originate with leadership and change management guru, John Kotter. A professor at Harvard Business School and world-renowned change expert, Kotter introduced his eight-step change process in his 1995 book, “Leading Change”.

Read More

Organisational Development can include

The process of reviewing Organisational Development can include:

  • Leadership development
  • Followship
  • Team Building
  • Mission, Vision & Values
  • Staff and career development
  • Training
  • Coaching
  • and …
Benefits & Potential Outcomes of Organisational Development

The benefits of going through the process of Organisational Development might include:

  • empowering leaders and individual employees
  • creating a culture of continuous improvement and alignment around shared goals
  • making change easier and faster
  • putting the minds of all employees to work
  • enhancing the quality and speed of decisions
  • making conflict constructive instead of destructive
  • giving leaders more control over results, by giving employees more control over how they do their jobs.

The potential outcomes of an Organisational Development review may include:

  • profits (cost reduction, for non-profits)
  • innovation
  • customer satisfaction
  • product and service quality
  • cost effectiveness
  • organisational flexibility
  • personal feelings of effectiveness
  • job, work, and life satisfaction

Source: Australian HR Institute

The Articles

Article 1: Where do I start?

Where do I start?

It is with some trepidation that I commence writing this.

Inevitably there will be people who disagree or who know better than me – either actually or in their own opinion … the issue of organisation development is highly relevant to me right now, both professionally and personally as I launch  new businesses which will work with businesses on business issues!

Starting out – where do I start? Probably with the aspiring entrepreneur.

Some questions to ask: How comfortable am I with risk?


Article 2: Vision, Mission & Values

Vision, Mission & Values

When I first saw these terms pop up, and read what organisations were saying about themselves, I thought that this was corporate claptrap.  And these can quickly become just that.

Essentially these should form the “spine” of an organisation, telling the world , and the owners, what the business stands for and forming a sort of compass to assist in navigating the business’ world …


Article 3: Thinking About Leadership

Thinking About Leadership

Leadership is an interesting term that gets bandied about, used and abused in the Organisational Development literature.  It took me about 25 years in the field to crystallise my thinking about just what leadership is and is not.  Maybe having a look at leadership will reveal some of the common themes in the successful operation of organisations, because – when I look at it, effective leadership appears to do the same across all organisations.

I have arrived at the following definition of leadership:

“Leadership builds and maintains sustainable and productive communities.”


Article 4: Leadership and Safety

Leadership and Safety

In my capacity as “Work Safely at Heights Supervisor” I was engaged by the British television company ITV to run the height safety for both their film crews and the celebrities in a “live” episode of the British version of “I’m a Celebrity, Get Me Out of Here” at a site with rocky cliffs and deep gorges in SE Qld

I engaged three of my similarly skilled and qualified associates and spent 3 days on this job.  Day 1 was a recce day to sort what they wanted to do, Day 2 was a setup day where we got rigs ready or at least decided how to rig what and Day 3 was filming.

On the day we had 5 of 3-man camera/sound crews on rock along with 4 celebrities, their WHS adviser and sundry others. Everyone had to be safe.  Oh yeah and their cameras were worth $170k each so they were pretty keen to look after them too.

Interestingly, the easiest person to keep safe was the cameraman who we hung 10 metres down the  30 m abseil cliff.  Once he was harnessed up and provided with a bosun’s chair, we lowered him and his camera into place and tied him off – he was going nowhere and behaved impeccably (he had no choice).


Leaders are the ones who have the courage to go first and open a path for others to follow.
Simon Sinek

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