ORGANISATION DEVELOPMENT CONSULTING
Why OD Consulting ?
To bring behavioural/people perspectives onto business operational maps
To manage change during situations such as M&A, new process implementation, dip in morale and motivation
Change in Leadership
Across all layers of the organisation
OD consulting starts with Diagnostics phase, followed by Solutions' dialogue, next is Design interventions and Delivery (implementation) followed by Evaluation of outcomes (impact)
Duration vary from 3 months to 12 months basis the outcome we would like to establish
OD stands for 'Organisation Development'; 'Consulting' generally means providing opinions and solutions in the domain of expertise of a consultant.
I take up OD consulting assignments when an organisation (primary stakeholders) is keen to explore additional external perspectives to the existing internal wisdom toward building and implementing people development initiatives.
I opine that OD interventions are build on the below fundamentals,
Human capital can 'make or break' a business enterprise
The covert human processes drive the overt processes
Invest, nurture people and their dreams, to realize business potential
I consider the pre-intervention phase (The Diagnostics) as the being the first critical phase in the life cycle of a learning intervention and I work during this phase as an artist merging with the art- mindful, attentive, responsive and stimulating.
My diagnostics considers points of view of your stakeholders including my observations to decipher a least common denominator recommendations of learning/ change interventions. My recommendations are often simple to comprehend and as required I actively partake with you to support planning and implementation.