The evolving practice of the internal and external organizational development consultant

grantor: University of TorontoThis qualitative study explores the evolution of the practice of Organizational Development over the last decade. Eight OD practitioners with ten or more years of experience were interviewed. An equal number of internal and external consultants were chosen so that comparisons could be made where appropriate. Using in-depth interviews, participants were asked to reflect upon: how the practice had changed over the decade; what factors have caused this change; the professional activities they currently engage in; the values they espouse; and how to train practitioners entering the field. Participants identified the following factors as having had a significant impact on the role of the OD consultant: the globalization of the economy, technological change, shifts in the employee/employer contract, and evolution within the OD field itself. Participants in this study demonstrate a pattern of adaptation to these changing circumstances. They have increasingly focused on organizational effectiveness and now tend to use a systemic focus when resolving organizational problems. While they are still using many of the traditional activities associated with OD, such as training and teambuilding, they have adapted them to meet current organizational needs. There are also some new developments within the field at the level of large-scale change, transorganizational development, and organizational teaming. Humanistic values still remain fundamental to the OD consultants in this study. Some differences emerge between the internal and external consultants. Internal consultants are more adamant about the importance of focusing on organizational effectiveness. Although all participants use a wide range of activities, external consultants are more involved with large-scale change, transorganizational development, and intergroup relations while internal consultants are more focused at the individual and group level. OD still faces some hurdles in reaching its full potential as a distinct discipline. The OD community needs to find effective ways to resolve the tensions and differences that exist within the field. More work needs to be done to professionalize the discipline. This would involve achieving a consensus on a clear statement of values and ethics, a defined curriculum to educate new consultants, and effective monitoring of practitioners.Ph.D