OD Consulting Practices

Our OD Consulting practices include:

- Contextual solutions to balance the long and short term Organization Objectives 

- Emphasis on Leadership, as it’s the leaders who define, drive and direct the organization’s growth.  

- Solutions arising from deep understanding of organization work processes, implicit leadership norms and culture tones.

- Behavioral models integrated with the systems thinking.

Change Management

1. Partnering for Change Management during organization wide large scale initiatives like Lean, Six Sigma etc
    » “Mind Shift” aspect of aligning to Organizational Change is used
 
2. Team and Vertical Specific Issue-based Interventions 
    » Inter-departmental Conflicts
    » Mergers & Culture Induction initiatives
 
3. Managing and preparing for growth phases
    » Work flow process designing
    » Mid- to large-size growth
    » Small- to mid-size growth
    » Large-size systems issues of balancing “Engagement Vs Process” compliance issues

Conflict Management

Facilitation for Conflict Management is based on:

a. Systemic (not systematic) Understanding of the Issue

b. Process Thinking (Studying process definitions & process purposes impacting or creating the issue

c. Subtle & implicit Paradigms involved, which are at the heart of the issue

d. Pause (this gives us strength to hold on and not jump to a reactionary quick fix, we successfully pass it on to participants)

e. Experiential Processes (This enables participants to see and feel the impact of their innocent, well meaning unconscious actions and thinking which is resulting in the core issue at hand)

f. Appreciative Inquiry (To dig for the goodness that lies below huge debris of contradictory data and group experience)