Organizational Development
"SO WHAT DO YOU DO FOR A LIVING?"
People in my profession use similar words in answering this question, such as leadership and team development, change management, coaching, mentoring, and organizational development.
At the same time, our work varies widely…in content, form, and quality.
How each of us approaches our work is influenced by deeply personal factors. We may have expertise in disciplines that can brought to bear in consulting projects or in training rooms. I have, in fact, developed my own body of work that is highly useful in working with leaders and teams.
In the end, however, the effectiveness of any OD consultant is a function of the qualities they bring to their work as human beings. Our effectiveness is based on our ability to develop relationships, establish credibility, and work with the wide variety of people you'll find in any organization.
At the same time, our work varies widely…in content, form, and quality.
In the end, however, the effectiveness of any OD consultant is a function of the qualities they bring to their work as human beings. Our effectiveness is based on our ability to develop relationships, establish credibility, and work with the wide variety of people you'll find in any organization.
INFLUENCES IN THE DEVELOPMENT OF MY APPROACH TO MY WORK
A life-long desire to be in a helping profession.
I always wanted to help people. I considered teaching, medicine, and even studied to be a priest for a couple of years.
Extensive training in psychology.
Eventually I decided to be a psychologist. I earned a B.A. and an M.A. in Psychology. I then completed all work needed to earn a Ph.D. in Clinical Psychology but fate intervened. As a graduate student, I started leading workshops in interpersonal skills development and management training. When the federal grant supporting this work expired, a small group of us left our graduate program to start a consulting business.
I recognize that consulting is not therapy. At the same time, my training in clinical psychology is a huge factor in my effectiveness as a consultant. It contributes to my work in the following ways:
I always wanted to help people. I considered teaching, medicine, and even studied to be a priest for a couple of years.
Extensive training in psychology.
Eventually I decided to be a psychologist. I earned a B.A. and an M.A. in Psychology. I then completed all work needed to earn a Ph.D. in Clinical Psychology but fate intervened. As a graduate student, I started leading workshops in interpersonal skills development and management training. When the federal grant supporting this work expired, a small group of us left our graduate program to start a consulting business.
I recognize that consulting is not therapy. At the same time, my training in clinical psychology is a huge factor in my effectiveness as a consultant. It contributes to my work in the following ways:
Establishing rapport.
In doing organizational assessments, I have a short time with each person to build trust and gather sensitive information under the cloak of anonymity. People often comment that they ended up telling me far more than they had intended to when they came into the interview. I can only assume that my training in establishing rapport and trust is the operative factor here.
Influencing through relationships.
There are similarities in the dynamics of therapeutic and consulting interactions. My therapy training has been invaluable in helping people open up to me and deal with individual and relationship issues having an impact on their success at work.
Assessing readiness for change.
Coaching involves supporting people in making personal changes to enhance their effectiveness at work. Pushing people too hard creates resistance to change efforts. My training helps me sense my clients' readiness for change, how to enhance that readiness, and set a pace for change that will be acceptable to the client.
More than 30 years of experience in training and development.
I draw on a wealth of knowledge gained from my clients in consulting & training projects over the course of my career. The knowledge and skills featured in my work have been tested and refined based on what my clients have told me about what works and doesn't work in the real world from 9 to 5.
My experience has resulted in the development of platform skills that are invaluable in my work with groups. I have the capacity to read what is going on in groups and, when necessary, adjust my strategy on my feet to produce the desired outcome by the end of the day.
Experience as Director of Training for a Midwestern hospital.
I know what it is like to interview a consultant who sounds good only to have them fail to connect with an audience. I am committed to have my work be a win for the person who brings me into an organization. I will turn down a project if I don't think I can do the quality of work that I demand of myself and that my clients expect of me as well.
No psychobabble. No silly games.
I have a strong aversion for pointless exercises done under the guise of development. Clients have often told me about being required to participate in silly, even embarrassing, activities that were devoid of meaning. I've had a career-long commitment to avoid putting people through similar experiences. If concepts or skills can't be easily applied at work, they have no place in a consulting or training session.
Go to Core Beliefs
I draw on a wealth of knowledge gained from my clients in consulting & training projects over the course of my career. The knowledge and skills featured in my work have been tested and refined based on what my clients have told me about what works and doesn't work in the real world from 9 to 5.
My experience has resulted in the development of platform skills that are invaluable in my work with groups. I have the capacity to read what is going on in groups and, when necessary, adjust my strategy on my feet to produce the desired outcome by the end of the day.
Experience as Director of Training for a Midwestern hospital.
I know what it is like to interview a consultant who sounds good only to have them fail to connect with an audience. I am committed to have my work be a win for the person who brings me into an organization. I will turn down a project if I don't think I can do the quality of work that I demand of myself and that my clients expect of me as well.
No psychobabble. No silly games.
I have a strong aversion for pointless exercises done under the guise of development. Clients have often told me about being required to participate in silly, even embarrassing, activities that were devoid of meaning. I've had a career-long commitment to avoid putting people through similar experiences. If concepts or skills can't be easily applied at work, they have no place in a consulting or training session.
Go to Core Beliefs