BUSINESS PLANE(Name)(Institute Affiliation)(Date)ORGANIZATIONAL DEVELOPMENT INTERVENTIONSIntroductionIn many nascent companies, there is an increased demand for organizational development interventions with relevant knowledge to put into practice. Planned actions and process of events that are intended to increase the effectiveness of an organization. When interventions are introduced into an organization, they to some extent interfere with the status quo. When training on organizational development interventions, it is important to consider several factors. Whether the selected intervention is relevant to the organization. The speaker must also check whether the knowledge of the intervention is credible. The speaker then engages in applied research on real-life situations. It is important to define what is meant by organizational development. It is any practice that improves an organization and its problem-solving process (Western, 2010). In the presentation the speaker will need a projector and a pen. You will also need a computer to make your presentation effective. It should be audible enough for effective communication. Understanding the interest of the organization and the interest of the public will also be very significant. The strategy that has been selected and planned should lead to change in an organization. The approach to change should be collaborative. Interventions should largely enhance and improve performance. The entire development of the organization should be based on values ​​that to some extent are humanistic regarding the organization and people. A systems approach should also be presented by organization development. Among the most effective methods, in order for the organization's changes and development strategies to be achieved, one should have a clear understanding of the role that needs to be played. During training on OD interventions, therefore, it is necessary to understand well the interest of the organization and the problem that concerns it. This will help to a great extent in effective presentation in an organization. ReferencesDeKler, M. (2007). Healing emotional trauma in organizations: An OD framework and case study. Organizational Development Journal, 25(2), 49-56.Western, S. (2010), What do we mean by organizational development, Krakow: Krakow: Advisio PressReferencesDeKler, M. (2007). Healing emotional trauma in organizations: An OD framework and case study. Organizational Development Journal, 25(2), 49-56.Western, S. (2010), What do we mean by organizational development, Krakow: Krakow: Advisio Press