Organization Development Consulting prides itself on bringing a rational and straightforward process to the consulting engagement. We treat the investment of our clients’ time with the same consideration that we value our own.
This outline provides an overview on the ODC approach to the consulting engagement.
1. Clarify the Business Need
We first understand how the client perceives the business problem or opportunity. To do this, we gather the necessary quantitative and qualitative data in order to determine the current state and to establish a baseline upon which future performance can then be compared. Data may be gathered from any or all of the following components of organizational performance:
2. Present a Proposal
To ensure we understand your business needs, we provide you with a proposal that defines the entire scope of work, including:
3. Produce Deliverables
Our commitment to you includes all the products and services that we will produce and present to you for your approval, which may include:
4. Keep you Informed of Work Progress
5. Evaluate Results
Finally, we will assist you in evaluating the effectiveness of our work following the consulting engagement in order to ensure that you have received the value you expected, which may include:
“Pleasure in the job puts perfection in the work”.
Strategy deployment and execution
How to developing your organization's core competencies
How to develop a value proposition and marketing strategy
How to develop a sustainable competitive advantage
How to create a value chain strategy
Destiny is not a matter of chance, it is a matter of choice; it is not a
thing to be waited for, it is a thing to be achieved.
- William Jennings Bryan
How to Create a "Heads-up" Display and Personal Dashboard
Work Process Improvement
Creation and retention of organizational knowledge
The human mind, once stretched by a new idea, never regains its original dimensions.
- Oliver Wendell Holmes
Executive Development & Coaching
Business ethics and values
Executive retention strategy
Succession and replacement system
Aligning executive priorities
We get our power from the people we lead, not from the authority of our position.
Talent attraction and retention strategy
Career development strategy
Motivation philosophy and strategy
Needs assessment and evaluation
Training program and curriculum design
Training program delivery
Performance system design
Experience is a hard teacher because she gives the test first, the lesson afterwards.