This is another part of my work which has a very long-term focus. There are two parts of this practice. The two parts of my OD consulting practice are as follows…

1. Designing need based OD intervention as per objectives stated by Organizations

This encompasses areas of Organization Focus mentioned below…

a. Organization Restructuring Initiatives

b. Addressing recurring patterns which are destructive in nature

c. Creating mentoring culture

d. Value clarification and revisiting the drawing board

e. Restructuring

f. Change Management

g. New acquisitions

h. Organization wide Vision Mission Alignment,

i. Organizational Re-branding or Function or Department Rebranding

j. Proactive OD interventions which have a direct impact on business

2. Unfolding and unleashing power of Organizational Archetypes for the Business Heads and Sr. Management

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Our OD Consulting Approach : Key Steps.

Its again similar to our facilitation process.

Step 1. Brief from HR or OD team coupled with respective Business Heads regarding the issue faced or purpose and objective of the intervention. Defining some outcomes at the outset.

Step 2. Creating a detailed OD Intervention Design

Step 3. Moving through a back and forth of mails and calls to create a mutually agreeable Intervention Design

Step 4. Creating a detailed plan of Intervention Delivery

Step 5. Creating a robust feedback mechanism to ensure results and perfecting the intervention for next time if needed

Step 6. Synthesizing feedback

Step 7. Presentation to Sr. Management about the findings

Step 8. Working with OD, HR, Operations or relevant teams to integrate new practices, possibilities and processes

Facilitation & OD Consulting Framework Backbone :

a. Systemic (not systematic) Understanding of the Issue

b. Process Thinking (Studying process definitions & process purposes impacting or creating the issue

c. Subtle & implicit Paradigms involved, which are at the heart of the issue

d. Pause (this gives us strength to hold on and not jump to a reactionary quick fix, we successfully pass it on to participants)

e. Experiential Processes (This enables participants to see and feel the impact of their innocent, well meaning unconscious actions and thinking which is resulting in the core issue at hand)

f. Appreciative Inquiry (To dig for the goodness that lies below huge debris of contradictory data and group experience)