An Organizational Development Consultant (ODC) is an individual called in to a company to evaluate the operations of the company and recommend suggestions for improvement (Dawson-Shepherd, Kellner & Neumann, 2013). The ODCs are usually hired when a company incurs loss and needs to adopt certain strategies to remain profitable in the competitive market. The consultants are usually highly educated in the business field and have experiences in managerial roles to brick back the profitability of the businesses.
The Organizational Development Consultants have contract with clients to offer a variety of services (Cummings & Worley, 2014). The services may include:
Change Management- the ODCs work with committees, departments and several other groups to help them implement and plan necessary changes in their firms or organizations such as space changes and moves or reorganization.
Talent Management- the ODCs helps the managers in assessing the workforce of their department. This helps the managers to set the right people at the right places to perform the right roles at the right time.
Group Problem Solving- the ODCs help the groups to identify the key issues or problems, gather required information about it and outline action plans or decisions that are needed to address the issues.
Team Development- the ODCs help the teams to develop their ability to work more efficiently and effectively with joint efforts (Burke & Noumair, 2015).
Meeting Facilitation and Design- the ODCs work with the clients and it helps them to plan agendas, discuss the problems effectively and stay with the agenda for the betterment of the organizations.
Customized Training- the ODCs work with different groups to renew or develop knowledge, values or skills that are related to the group or organizational goals and objectives.
Business Process Redesign- the ODCs work with different groups to analyze the present way of performing specific works. They also work to determine whether there are better scopes available for the redesigning of the business processes. This may further help the businesses to gain higher returns on investment.
The roles of the ODCs are quite diversified. The ODCs help in improving the health of the organization. The secondary role of the ODCs is building relationships within the organization. The ODCs help in building healthy relationships among the individuals of the organization (Anderson, 2013). They deal with the assessments of the organizations, help in solving the problems of the organizations and build healthy relationship among the members of the team. They are further involved in process consulting, change management and meeting designing. An ODC is an independent person, who helps in developing the plans for the organizations to make them profitable and healthy (Robbins et al. 2013). On the other hand, there are five notable styles of an Organizational Development Consultant. They are stabilizer style, analyzer style, cheerleader style, pathfinder style and persuader style (Nevis, 2013).
Stabilizer Style- the main of the style is neither the satisfaction nor the effectiveness of participants. The consultant tries to maintain low profile in this particular style. This style is usually forced by the organizations on the consultants.
Analyzer Style- this style has an emphasis on the efficiency of the organization and is less concerned about the satisfaction of the members. The analyzer feels more comfortable in the organizational environment and solves the organizational problems.
Cheerleader Style- in this style, the emphasis is put on the satisfaction of the members of the organization and it deals with the morale and motivation. It helps in reducing the organizational differences and maintaining harmony among the members of the organization.
Pathfinder Style- it focuses on the organizational performance by considering the processes that are related to the performance of the organization. The processes may include group problem solving, communication, roles of members and so on.
Persuader Style- it concentrates on the morale, dimensions and effectiveness. It provides the organization with a low risk strategy and helps the organization from getting involved into direct conflict with others.
The pathfinder style would be fit for me as an Organizational Development consultant. It is because it has a relation with the performance of the organization and helps the organization to achieve the desired goals and targets. It further increases the productivity of the organization in comparison to the other styles.
At the end, it can be concluded that the role of an Organizational Development Consultant is quite important and it leads to the success of the organization. The styles and the roles of the ODCs are essential in defining the activities and functions that need more focus with every passing day.
Anderson, D. L. (2013). Organization Development: The Process of Leading Organizational Change: The Process of Leading Organizational Change. Sage Publications.
Burke, W. W., & Noumair, D. A. (2015). Organization development: A process of learning and changing. FT Press.
Cummings, T., & Worley, C. (2014). Organization development and change. Cengage learning.
Dawson-Shepherd, A., Kellner, K., & Neumann, J. E. (2013). Developing organisational consultancy. Routledge.
Nevis, E. C. (2013). Organizational consulting: A Gestalt approach. Taylor & Francis.
Robbins, S., Judge, T. A., Millett, B., & Boyle, M. (2013). Organisational behaviour. Pearson Higher Education AU.
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