Many businesses need outside help continue or improve their operations. As an organizational development consultant, your role is to assist the company in determining what its main problems are, how to cope effectively them, and how to manage any resistance to changes.
One of the first roles of an organizational development consultant is to identify, quantify, and accurately describe problems within the company. This is not as easy as it sounds. The issues often are complex, multifaceted, and intertwined with one another. Observation and employee questionnaires are two tools consultants often use to determine areas of trouble.
Solving a company's problems is at the heart of organizational development consulting. After changes are recommended, consultants advise employers on the best way to implement them while causing the least amount of disruption to the business's day-to-day operations.
One of the greatest challenges faced by organizational development consultants is helping employees accept any changes that are recommended. Consultants should be encouraged to make employees part of the change process whenever possible, valuing the input they provide. Employees are less likely to resist changes that they helped implement.
- The Performance Consultant's Fieldbook: Tools and Techniques for Improving Organizations and People (Essential Knowledge Resource); Judith A. Hale; 2006
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