Organizational Development Consulting Skills - Assignment Example

Organizational Development Consulting Skills Introduction to Organizational Development (OD) Organizational Development (OD) is entirely different phenomena from change management; although the aim of both approaches is to bring change within the organizations but there is huge difference between the approaches used in application of these concepts. By definition, OD purpose is to apply concept of behavioral science for bringing change in the organizations; it includes wide range of processes, activities and theories that are directed towards single goal of enhancing organizational structures and processes (Gallos, 2005). There are planned approaches in OD that are used so that changes can be implemented appropriately in the organization that will bring about relevant changes in organization’s performance. On the contrary, change management is responding to changes that take place suddenly and they need to be incorporated in organization’s business. Importance of consulting skills for OD practitioners OD professionals are commonly referred to as consultants as they are the change managers who are either hired externally or internally to help an organization which is their client in achieving its goals. In most of the cases, OD practitioners act as a catalyst to bridge the gap that exists between what the organizations is presently doing and what it wants to achieve in the long-run. OD practitioners have to work in collaboration with organization’s management team so that they can successfully implement the plan designed for bringing changes in the organization (McLean, 2009; Schein, 2009). OD practitioners have to develop their consulting skills so that they can direct team members in achieving desired goals; they have to work in collaboration because their main aim is to help their clients in bringing effective changes in the organizations. OD consultants need to provide guidance to their clients by designing consultation process and ensure that they own complete process so that they can manage it independently and monitor the outcomes desired; they work at all levels in organizational hierarchy (Scott, 2008). OD consultants working approach is entirely dependent on Action Research Model (ARM) that has been developed to guide practitioners in providing their clients best solutions for improving organization’s effectiveness. A brief representation of the model is shown in the following figure to give a snapshot of its important steps: Source: McLean (2009) From the figure, it is evident that the complete team that is involved in OD implementation should be taken on board; the professional should involve its client in all steps to ensure that they are helping it in achieving its core goal. The main dilemmas encountered during this process are time duration for gathering information about how organization might get along, employees can be reluctant to share their experiences and would not co-operate with OD consultant, information provided can be inaccurate which can hamper entire consultation process and feedback and re-evaluation mechanisms should be properly implemented otherwise outcomes will not be properly recorded (Appelbaum & Steed, 2005). According to Scott (2008), there are eight tasks involved for OD practitioners to ensure that process consultation process is effective, client-consultant relationship is cordial and there is appropriate collaboration among team members. All of these tasks are important for OD consultants as they are the key consultation skills required for bringing about changes in the organization: 1. All information provided to clients is genuine and based on authentic reports. 2. The main problem should be identified in collaborative manner so that right issue can be addressed. 3. Diagnosis is designed which can mandate redefinition of the problem. 4. Suggestions for recommendations are made on the basis of diagnosis. 5. Client should be assisted in implementation of actions recommended so that organization can envision achievement of target goals. 6. Ensuring there is consensus and commitment for action implemented so that goal is accomplished. 7. Helping clients in learning organizational development key factors. 8. Brining changes in organization on permanent basis and encouraging clients to continuously bring innovative changes in organization. When there is collaboration among OD consultant, management team and other team members, it will be easier to bring about changes in organization. The major issue is making people understand about bringing change in organization as they are the ones who will show more resistance. OD consultant can work confidently when sufficient support is provided by top management and accurate information is provided from a reliable process. Hence, consultation skills are mandatory for OD practitioner as they have to help their clients in to effectively implement OD intervention that will improve its business performance. Reflections on personal learning and development During my course, I had to work in the form of a team for a project; I realized that I had to develop patience in myself so that collaboration with team members is possible. In addition to being tolerant, good observational and listening skills are important; sometimes, it is better to listen and observe so that right recommendations can be made. Everyone in the team should make decisions on consensus basis so that it is possible to achieve desired goals. I also learnt how to enhance my tolerance level by practicing the ways of controlling my anger. I even developed the ability of listening to other viewpoints and then suggesting them remedial solutions so that they can resolve their problems. It is important to convey viewpoint of professional in easy way so that other party doesn’t get offensive; I learnt the art of communicating with my team members so that there were no conflict in the long-run. As part of the course, we were given opportunities of working out solutions for problems such as completing project in short span of time that helped me in developing my stress management skills. All of the skills learnt during class sessions helped me in creatively thinking solutions for problems and communicating with clients in productive way. There are definitely some external constraints that should be dealt simultaneously such as social perception and inequality in jobs such as unfair treatment or gender biasness; it is vital as professionals to maintain good ethical behavior so that problems are resolved rather than created. By learning OD consulting skills, I want to improve my personal and professional abilities. With the help of these skills, my confidence level is boosted as I am able to look at the problems from problem solving perspective and handle them in a calm way. I realized during my course that I have to develop my consultation skills so that I can understand ways in which people should be consulted and communication method that should be used to bring about changes in the organization; learn the way of working in teams in a collaborative way. On a personal level, I have learnt that I need to focus on development of skills related to language competency, ability to flexibly adapt to situations, enhance my network profile and handle complex problems so that I can diagnose solutions for them. References Appelbaum, S.H. & Steed, A.J. (2005). The critical success factors in the client-consulting relationship. Journal of Management Development, 24(1), 68-93. Gallos, J. V. (2005). Organization development: a Jossey-Bass reader. New York: John Wiley & Sons. McLean, G.N. (2009). Organization Development: Principles, Processes and Performance. New York: Berrett-Koehler Publishers. Schein, E.H. (2009). Process Consultation and the Helping Relationship in Perspective. Retrieved October 2, 2012 from http://andewal.com/archive/process_consultation.pdf Scott, B. (2008). Consulting on the Inside. Retrieved October 2, 2012 from http://www.bevscott.com/ASTD%20Handbook%20-%20Consulting%20on%20the%20Inside.pdf Read More