Consulting Services: Top Questions Potential Clients Ask About Organizational Development
We Help Our Clients to Maximize Individual, Team, and Organizational Performance.
To partner with in strategic planning.
Scenario planning to jump start future competitiveness.
To help align an organization to drive one or more business goals.
To assess an organizational present state, effectiveness or capacity.
To identify training and organizational competence needs.
To provide objective, external, and expert insights about an organization's present state, effectiveness or capacity.
To assess the extent that a project is meeting its business goals.
To coach personnel with competence gaps.
Why Would I Need Organizational Development Consulting Services?
Organizational development consulting services are imperative when your in-house expertise is insufficient or limited to complete a project or manage a task. DTUI.com partners with clients to build capacity and lend out expertise to reach a project's completion. We are a San Francisco Organizational Development, Training, Consulting Services firm.
When Would I Likely Need an Organizational Consultant?
How Do I Select an Organizational Consultant?
An Organizational Consultant should have as follows:
An excellent track record based on past client performance.
Partners and shares expertise with the client to increase their capacity to do the work themselves in the future.
Has sufficient education and tracking relevant to the profession.
Can put their thumb on the pulse of your organization's problem within minutes of discussing the problem with you.
Is client-centered.
Gets the big picture with respect to your organization's culture and norms about getting things accomplished.
Personable, open and embraces hearing what the client thinks will make the partnership better.
Has sufficient resources and capacity to meet the demands of the contract.
The Top Ten Reasons Diversity OD Efforts Fail1
Starting a Diversity Organizational Development (OD) effort is difficult. One way to increase the probability of success is to learn from the mistakes of others. Below is a list of sources of failure:
Failure to establish specific goals for the Diversity OD efforts and interventions
Failure to demonstrate sufficient courage to deal with the resistance in the organization and among key managers
Failure to specify both short- and long-term goals for the effort
Failure to keep the real client in mind
Failure to work with real organizational diversity needs
Failure to be honest about what needs to be done and why
Failure to develop viable options when ideas do not work
Failure to solve problems by producing "quick fixes"
Failure to work with the organization as it is rather than as you would like it to be
Failure to measure or evaluate the activities
Other reasons include:Failure to plan for and build toward the client managers' ownership of the OD effort
Failure to escape entrapment in the "mystique" of OD, which leads to a distorted interpretation of the OD process
Failure to tailor the effort to the jointly analyzed needs of the specific organization
Don't let all these negatives make you feel like the job is too big. Simply being aware that certain negative behavior patterns have the potential to negatively influence success can help avoid such behaviors.
Other reasons include:
Don't let all these negatives make you feel like the job is too big. Simply being aware that certain negative behavior patterns have the potential to negatively influence success can help avoid such behaviors.