8 Compelling Reasons to Hire OD & Change Consultants

In today's complex business world, we need more than experts; we need visionary thinkers who can effectively break down complexity and reform it as a whole.

Here’s why you should consider bringing in OD or Change Practitioners :

1. An eye for detail :

OD consulting is about getting to the depth of problems within the culture, various embedded systems & processes to be able to redefine problems & look at expansive opportunities. This thorough approach facilitates both subjective and objective analysis, laying a solid foundation for strategic planning.

2. Fresh Eyes, Bold Moves

Often when we hire external consultants they can provide an unbiased, unhindered, and accurate analysis leveraging their expertise & experience teamed with the right set of frameworks. This makes the change journey more intentional, purposeful, and informed, as they explore overlooked areas and offer objective solutions.

3. Change Ninjas

Experienced OD consultants predict and navigate smooth transitions without disrupting daily operations, ensuring changes are implemented within the designated time frame.

4. Rally the Troops

Consultants understand the importance of stakeholder buy-in at all levels. They generate continuous support and encouragement, ensuring the successful implementation of changes.

5. A new kind of Leadership - Adaptive, Systemic, and Data-driven?

A hundred years ago we were doing business on typewriters, storing data in filing cabinets, and driving around in Ford Model TS. But now, we’re typing on tiny glass pocket screens, talking to colleagues we’ll never meet face-to-face, and retrieving data from something called “The Cloud”. Modern business requires adaptive leadership. OD specialists help transition from traditional to adaptive leadership styles, fostering a collaborative, responsive approach that addresses complex, multifaceted problems effectively.

6. Culture Catalysts, employee engagement & empowerment

OD practitioners support HR with data-backed insights from diagnostics, assessments, coaching, and training. This enhances employee engagement, reduces turnover, and fosters a positive culture change through improved motivation, morale, and behavioral competencies.

So far does it make sense?

7. Bringing the Organization closer

Over the past 20 years of OD & Change consulting, I've noticed that we often spend a significant amount of time in the office with colleagues but tend to connect closely only with those who share our immediate space and interests. This leaves many valuable connections unexplored due to hesitation, differing vibes, and comfort zones. However, imagine the possibilities if we embraced everyone's uniqueness and built genuine relationships across the organization. We can swiftly solve problems, support each other, and share innovative ideas by fostering this inclusive environment. This approach reduces politics, errors, waste, and conflicts arising from ego and poor bonding. The framework I’ve developed from years of practical experience focuses on "Bringing the Organization Closer," and promoting unity and collaboration.

8. Innovate or Evaporate

As we bring everyone on the same page & build a clear alignment between Individual, Team, and Organizational Goals with complete actionable plans, the result is a culture of learning & innovation, collaboration across the functions and levels, and creative engagement setting the stage for exponential growth.

I hope this brings some sense into your OD & Change Practice as a catalyst.