Organizational development consulting

Organizational reviews provide an organization with recommendations on structure, effectiveness and efficiency. Reviews identifying and/or confirm strengths, opportunities, threats, and weaknesses. They also identify further training (such as leadership or team training) or organizational development activities that would benefit the organization.

Large group interventions involve the whole “system” (internal and external to the unit or organization) in creating change. Interventions can allow units to plan and implement change quickly.

Strategic planning allows a unit to generate specific strategies, plans, goals, and objectives to which the organization is committed, to ensure that the problems identified are resolved.

Planning identifies strengths and weaknesses, both current and future, in relation to mission accomplishment in the organization. Strategic planning also identifies environmental factors that presently influence the organization’s effectiveness, forecasting their future impact.

Organizational development and learning consultants are available for facilitation of retreats, focus groups and other events.

Appreciative inquiry is a strengths-based approach to change that has been used successfully in small and large change projects.

It's based on the simple idea that organizations move in the direction of what they ask questions about. For example, when groups study human problems and conflicts, they often find that both the number and severity of these problems grow.

In the same way, when groups study high human ideals and achievements, such as peak experiences, best practices, and noble accomplishments, these phenomena, too, tend to flourish. Thus, appreciative inquiry distinguishes itself from other change methodologies by deliberately asking positive questions to ignite constructive dialogue and inspired action within organizations.