QAM5034: Organisational Development & Change: Consulting
QAM5034: Organisational Development & Change: Consulting
QAM5034: Organisational Development & Change: Consulting
Meeting 6
Consulting
1
LEARNING OUTCOMES
Consulting in OD involves analysing the organisation’s operations and recommending interventions for progress.
The client and the professional work together towards delivery of inventive and innovative interventions.
Each of them holds the competencies which are needed by the other.
In OD, a consultant is a facilitator and not an expert. The advisor chiefly acts as a question-asker, and
secondarily as an answer-giver.
A consultant is skilful, non-reactive and and act as an instrument of the change via attending to the client.
Characteristics of an OD consultant
The consulting process.
Nickols (2003)
Stages in the phases of OD consulting
Processes in start-up consulting phase
Procedures in the
start-up phase
Fundamental factors of the start-up phase
processes
The diagnosis process
Brown (2011)
Predominant types of interventions in OD
Actions needed for intervention
Examples of Intervention
Level Example
Personal Job remodelling and enrichment
Training and management development
Improving the quality of working life
Management by objectives
Career development.
Team Team building
Installation of self-reliant workgroups or quality control circles.
The transition stage
Entails completion, assessment and doing follow-ups.
Includes evaluating the outcomes of the intervention and managing the institutionalisation of successful
change programmes.
Feedback to enterprise members about the intervention's outcomes gives facts about whether or not the
changes be continued, modified, or suspended.
Evaluation is information gathering after an action has been taken to measure and decide the results of
the action and to feed the consequences to the organisation.
Lead to re-diagnosis and new action.