Who Is the Client Here?

On Becoming an OD Consultant

Robert Goldberg

I CAME TO ORGANIZATION Development by way of human resource management and management training. In those areas, I was considered a person with a lot to offer. From recruitment to compensation to performance management to leadership and communications skills training, I delivered services and programs relevant to most of the human resources issues that managers faced. I truly gave at the office.

I shifted into OD for what I thought were good reasons. For one, I was discovering the major issues individuals faced were seldom resolved through programs impose from the outside. OD interventions seemed an excellent way to use the energy of the group to successfully resolve ...

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