Even successful businesses need objective outside expertise to help them solve critical workplace issues or successfully launch new initiatives. Every business improvement demands organizational change, learning new behaviors and acquiring new skills.

OD focuses on three critical areas.

  • The business results you need
  • The team behaviors and skills needed to support the results
  • The leader behaviors and skills needed to support the results

OD Consulting Process:

  • Identifying problems & opportunities - assessment of organization’s capacity to deliver on its mission and goals
  • Data feedback sessions with leaders and teams
  • Development of goals and strategies
  • Leader and team coaching and/or education
  • Intervention strategies
  • Monitoring of progress
  • Evaluation

What can an OD consultant or coach do for your workplace?

  • Unleash human energy and potential
  • Diagnose the core problem vs. alleviate a symptom
  • Deal with conflict and confrontation
  • Manage a development and growth effort
  • Guide you in developing proactive, flexible, creative and innovative strategies
  • Teach simple, practical skills in communication, conflict, and team facilitation

An OD coach consultant can offer your organization a fresh, objective perspective, supporting your goals with honest, direct feedback and observations. OD is about business growth and building capacity.

Growth & Capacity Building services:

  • Internal and external survey design and implementation
  • Capacity building guidance and support
  • Analysis of group process and recommendations for improved performance
  • Design and facilitation of group and team process
  • Facilitation of strategic and tactical planning
  • Professional/staff meetings: design and structure
  • Problem solving
  • Decision making
  • Role clarity
  • Managing major change
  • Integrating organizational cultures (mergers, acquisitions, reorganizations)
  • Board governance model design
  • Strategic planning and annual retreats

 

Why do I need a facilitator? I know how to lead meetings.
The role of facilitator is not the same as the role of the meeting leader. The main reasons to bring in a facilitator are:

  • Objectivity and a fresh pair of eyes and ears.
  • The facilitator should never have a vested interest in outcomes nor should the facilitator be emotional or financial stake in the organization.
  • A facilitator has a very specific set of process design and group dynamics skills that managers or team leaders do not always have.
  • A facilitator allows the leader to be a participant. It is impossible to facilitate a meeting and lead it at the same time.
  • Usually the leader is higher in rank than others at the table. Hiring a facilitator means everyone can leave rank at the door and all voices can be heard equally.

What is the role of a facilitator for group processes?

  • Suggests agendas and processes: gets consensus on agenda and group process throughout the session
  • Does not participate in discussion or decision making process
  • Starts and ends meetings and segments on time
  • Evaluates meeting process and progress throughout the day
  • Keeps discussion focused, on task, and contains digression
  • Listens and asks for clarification
  • Summarizes, helps the group close discussion and decide issues
  • Tests for consensus on all decisions or action items
  • Facilitates conflict resolution
  • Ensures that all group members are participating appropriately
  • Plays devil’s advocate, questions assumptions, focuses on facts as well as feelings
  • Provides summary notes to capture agreements