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From Insight to Action: How OD Consulting Drives Change

Strategic diagnosis, culture change, and leadership development.

From someone with cross-sector agility who knows how complex organizations actually work and where they get stuck.

Organizational development consulting can be effective organization-wide or for a particular division, branch, team, or workgroup.

Your call to action may be a large-scale change effort like merging two organizations or divisions and developing the culture to support it.

Your interest could be a  short-term targeted solution, like an off-site for your leadership team or department. 

Perhaps you face a new project that needs a matrixed team with a fast launch and complex deliverables.

Organizational Development Consulting in Action

Because organizational development needs vary, here are a few real examples from my work:

The CEO of a hybrid organization requested a two-day retreat to strengthen cross-team collaboration, celebrate the year’s accomplishments, and align on the coming year’s vision and strategy. After consulting with the CEO and team members, I designed an agenda combining personal storytelling, MBTI assessments, and group exercises to surface individual preferences, team strengths, and blind spots. A World Café identified key goals and operational barriers, while a gallery walk highlighted accomplishments. Team-planned evening activities encouraged connection and fun.

An agency saw its employee survey scores and performance metrics decline year over  year, with trust, communication, and cross‑department collaboration emerging as top concerns. As a team coach, I used DiSC and the Five Behaviors of a Cohesive Team to highlight individual and team working styles, building understanding and sparking new ideas for more effective collaboration. Monthly meetings with targeted coaching, along with team agreements on professional conduct and communication, helped each team and the department get back on track.

Roles were expanding for a group inside a large organization, with individuals moving from technical contributors to team leaders. I facilitated a series of two-to-four-hour workshops to define expectations, clarify processes and workflow, name each role’s authority and decision-making, and prioritize skill development. This partnered approach with senior leaders supported the transition and kept the new team leaders engaged as they drove the daily operation.   

The 5Ten Approach

I bring fresh eyes and a second pair of hands to help you realize your vision for your organization, department, or team. My job is to sit down with you and understand what you see, how you see it, what you want for the future, and why it matters.

Backed by 30+ years as both an internal and external consultant, I’m grounded in organization development, change management theory, and action learning. I bring a practical, systems approach to your specific needs to help you solve the problem in front of you, and build your capacity to handle subsequent challenges on your own.

I also know how to get people into important conversations in a way that leaves them feeling invited, engaged, respected, and seen – foundations that pave the way for lasting results.

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