Consulting Services

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 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:

• Strategic
• Financial
• Operational
• Functional
• Behavioral      

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:

• Goals of the  work to be undertaken
• A plan to accomplish the work
• Specific deliverables with timeline commitments
• All fees, expenses and terms

 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:

• Develop prototypes or drafts of work product before it is accepted by you 
• Final production of deliverables that are consistent with best practices
• Implementation of the final work product in y our organization and integrated with your existing systems, processes and procedures 

4. Keep you Informed of Work Progress

• We will be in constant contact with you so that you will have input and be able to give interim approvals to each component of our work process
• We will conduct progress reviews and provide you with any written reports that you may require to make sure we are meeting your expectations every step of the way

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:

• Review of completed work by your internal experts
• Organizational, functional or operational performance measures 
• Individual or group feedback or post-assessments

                                                                                                                “Pleasure in the job puts perfection in the                                                                                                                       work”.

                                                                                                                                             - Aristotle

Strategic planning   

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    

Organizational design    

                                         "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

Balanced Scorecard

How to Create a "Heads-up" Display and Personal Dashboard   

Job Design

Work Process Improvement   

Change Management

Culture Change

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   

Executive Retreats    

                                                       "We get our power from the people we lead, not from the authority of our position".

Competency modeling   

Talent attraction and retention strategy   

Career development strategy   

Motivation philosophy and strategy   

Compensation strategy   

Needs assessment and evaluation   

Training program and curriculum design   

Training program delivery   

Performance system design   

Team building   

360 Feedback    

                                                      "Experience is a hard teacher because she gives the test first, the lesson afterwards".