I might be missing some context in terms of what problems you’re trying to solve, but my experience has been that most org design // development learning is not super useful in a small business // early-stage startup regardless of the context. I think a lot of OD work is about how to get an organization to function well, and when you have only a small number of people, that’s typically not one of the big problems since you function more like a small group than an “organization.” You don’t have the challenges of things like how to keep incentives aligned, how to align people to strategy that’s several levels removed from them, how to organize people around different and diverse bodies of work, etc.
Some of the management, interpersonal, and role clarity work underlying all of this can certainly be useful at any size, but my take is that OD as a field is really about solving the problems of organizations that happen once they grow beyond a small group of employees. Not necessarily only big orgs – definitely for small orgs too – but thinking 50+ or even 25+. Just my take though :). I have worked in East Africa so assuming the context is similar and small businesses are often more like 5-10 people.