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0-5 years of experience
Provided organizational development and consulting services to manufacturing, non-profit and charitable organizations (Championed Project Management System to remove Internal Recruiting to third party supplier resulting in $2,000,000 savings)
- Managed integration and new business development process expanding consulting platform to include manufacturing clients. (Implemented Lean Practices that generated $500,000 dollars in savings and increased thru-put by 20%.)
- Engaged new client base by providing value stream mapping / footprint diagrams of operational strategies.(Improved inventory turnover by 50% resulting in $650,000 in savings.)
- Developed sourcing strategy for procurement of service provider reducing costs and redundancy while lowering risks.
- Facilitated implemented the development of revised by-laws and organizational constitution for a not-for-profit organization.
6-10 years of experience
Directed creation and management of training programs and learning / development strategies and solutions with all level of associates.
- Managed training needs analysis annually with 40% response rate (significantly more than average response rate of 10%) from core stakeholders in business units, managers, individual contributors and human resources staff.
- Designed and delivered leadership, team building, change management, on-boarding, new hire orientation, and customers and behavior assessment training programs increasing participation 30% over the past three years.
- Partnered with departments and business units to identify gaps in employees' corporate competencies, and recommended solutions to close these gaps.
- Certified and evaluated instructors in various training programs and coached in effective training techniques ("training the trainer").
- Redesigned 10% instructor- led courses transforming them into virtual training using the Adobe Connect.
0-5 years of experience
Analyzed compensation & benefit packages(FMLA) and developed a value budget proposal with compensation curriculums that led to $40,000 annual savings
- Selected and nominated to CEO strategic planning and management training facilitator and led strategic business initiatives for employee relations
- Investigated EEO/ADA complaints & mediate grievances for union & nonunion employees and developed management checklist that resulted in 9% decrease in filed complaints and mitigate legal exposure
- Researched, developed and proposed diversity programs to recruit, retain, and promote diversity integration
- Recruited, interviewed and screened 500+ new hire candidates
- Developed anti-harassment training program for metro bus operators
- Created, led and implemented training programs with evaluation tools: Managing Your Former Peers, Utilizing Every Team Member's Assets and Coaching & Mentoring
0-5 years of experience
Designed and presented workshops nationwide to organizations at over 15 campuses: leadership development,
communication skills, recruitment processes, financial planning, organizational programming, and procedural adherence to intergenerational groups of 10-250 people.
- Trained and oversaw all operations of newly established organization of 170 associates.
- Implemented recruitment projects and tactics for organizations at Duke University, Florida Gulf Coast
- Developed and presented workshops for high-need organizations with audiences averaging 110 undergraduates.
- Analyzed over 1,500 applications to select target talent to meet the organization's mission and key messages.
- Identified and tailored workshops and meetings for onsite evaluation visits.
- Created strategic action plans to strengthen operations and measure progress.
0-5 years of experience
Coached and communicated human performance improvements, process improvements, business strategies and solutions for individuals, performance teams, and management, leading to positive, measurable business results.
- Engaged in benchmarking and best practices research and performed process assessments.
- Consulted on business processes, change management, organizational development, and cultural issues and initiatives in support of business goals and needs.
- Project Facilitator for multiple projects
- Created training modules as needed for process improvements. Facilitator/Instructor for Performance Management, Cause Analysis, Cultural Diversity, Highly Effective Presentation Skills, Frontline Leadership, Project Management, Open Book Leadership, and Huddling Communication.
- Revised and administered the Recognition and Rewards program for 4,000 employees.
- Established communication structures for 4,000 employees to accelerate the sharing of critical numbers, process improvements, best practices, and success stories.
6-10 years of experience
Founded in 1966 by Eugene McDaniels, this full service marketing and advertising agency has won many awards for creative and innovative advertising, strategic execution, and market stability. Providing sound advice, [company name] provides a multi faceted service to its clients. This small agency of 20 plus employees outputs large agency work. The list below describes some of my accomplishments.
- Reduced turnover through strategic planning from 86% to less than 25%, implementing a change in culture that emphasized empowerment, quality, productivity and standards, goal attainment, and the recruitment of a superior workforce
- Performed analysis of all jobs within the agency, rewriting job descriptions and creating a structure conducive to creative, innovative and collaborative environment
- Conducted organizational internal and external surveys to better understand the environment, the industry, and the culture of the organization, created new programs and began a strategic plan to change corporate culture
- Prepared salary survey and recommended current industry wages per job in order to enhance and maintain talent and competitive advantage
- Competent in all accompanying paperwork and documentation related to the HR field
- Acted as a Marketing and Organizational Development consultant for clients and pitched new business to C-level
0-5 years of experience
Senior Trainer responsible for the superior delivery of face to face and virtual Leadership, Management, Professional Development, and Project Management solutions while mentoring/developing other Instructors.
- Facilitated a highly successful Key Talent leadership symposium for the top 100 managers of Orchestrated Executive Leadership Excellence solutions for key Executives in the AMS region
- As Training Lead for Project Management training program, revised curriculum which was brought in-house
- Consulted closely with Center for Leadership Excellence and Center of Excellence for Technical Development to modify curriculum for effective delivery of internal solutions
- Monitored delivery results for solutions delivered and applied 'real-time' curriculum modifications to enhance learner experience
- Led initiative to develop curriculum for Leading Your People Through Change internal solution
0-5 years of experience
Led the Orphans to Ambassadors team in accomplishing their annual strategic plan objectives. Led all aspects of international project implementation and reported major outcomes, accomplishments, barriers and issues to the President and Board of Directors lending toward successful program evaluation and organizational improvement. Maintained and developed the following key organizational resources: the electronic file library, annual grant submission calendar, annual calendar of scheduled projects and communications. Wrote bi-monthly reports to the Board of Directors outlining progress in meeting strategic plan objectives, financial snapshots, and project reports. Managed relationships with an array of stakeholders and oversaw completion and delivery of external communications (annual reports, quarterly newsletters, project updates, special announcements, etc.).
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- Managed the overall administration of Orphans to Ambassadors International grant program. Average of 10 grants awarded per year, $50,000 annually, grants ranged in size of $3,000 to $10,000.
- Prepared international project request summaries for the board of directors.
- Continually evaluated and refined processes and systems to ensure program was efficient and effective.
- Screened grant applications to determine relevancy of funding requests and determine which applications should continue through the approval process.
- Provided support and best practices to international grant applicants who were requesting funding.
- Supported key nonprofit partnerships to leverage resources and improve the program efficiency and delivery.
- Managed international project inquiry email box and communicated all grant requirements to grant seekers.
- Developed and completed special projects as assigned.
0-5 years of experience
Led the organizational and leadership development functions at a 1600-employee institution.
- Conducted needs analysis and cultural assessment that positively influenced plans for implementing organization-wide change initiatives around quality and safety.
- Created the leadership development solution for a major children's hospital increasing competencies related to accountability, feedback, conflict management and coaching skills. Process resulted in on-going, continuously monitored, individualized development plans for more than 150 leaders.
- Facilitated strategic planning process for physicians' faculty practice that resulted in both a new compensation and new operations structure supporting the hospital's strategic plan.
- Coached developing leaders at all levels (executives, physicians, nursing, administrative) resulting in each participant creating a development plan with measurable targets.
- Partnered with HR professionals to strategically align development programs with performance appraisals and other HR systems.
- Strategically aligned leadership development with the organization's 5-year plan.
0-5 years of experience
- Executed the design and implementation of in-depth OD initiatives across multiple lines of business.
- Conducted organizational effectiveness and readiness assessments.
- Facilitated team in establishing meeting, decision-making, and effective communication guidelines for working as a high performing team.
- Guided management teams through strategic resulting in average savings of […] in first three months and an excess of $1 million within six months.
- Facilitated a reengineering team comprised of management and represented employees; guided team from initial mistrust to high performance. Recommendations were presented 2 months ahead of schedule
- Fostered greater engagement and ownership of changes by all levels of the organization.
0-5 years of experience
Developed and executed standardized interview procedures with employees of [company name]
- Provided organization development expertise to management to address specific organizational needs
- Supervised observation of employees and analyzed data gathered in performance enhancement measures
- Facilitated leadership development coaching seminar to management staff
- Built and maintained trusting relationships with all employees of the organization
- Presented reports regarding proposed changes related to employee performance enhancement
Organizational Development Consultant Duties and Responsibilities
While the everyday duties of an organizational development consultant can vary, most share several core responsibilities:
Analyze Operations and Personnel The organizational development consultant's central role is to analyze operations, processes, and management of the business as a whole. In addition, they may examine individual departments and interview personnel to learn more about employee development processes and how they support business goals and identify areas where these processes can be improved to help the business run more efficiently.
Advise and Guide Leaders Organizational development consultants provide direct advice, guidance, and oversight to executives, human resources departments, and managers. This can include sharing strategies to improve efficiency, drive revenue growth, and retain talented employees through development programs. The organizational development consultant may need to present their ideas to leaders and teams to convince them of the benefits of a particular course of action.
Support Hiring Efforts In some cases, organizational development consultants may directly assist with interviewing and hiring candidates for key positions. They may work with HR departments or leaders to create or identify positions that fit into new plans for organizational development change, provide direct input on candidates, and even sit in on interviews.
Train Employees on New Methods Organizational development consultants work closely with employees to introduce new methodologies and train staff and departments. In this aspect of the role, organizational development consultants may organize group training sessions or work one-on-one with employees. They may also train HR professionals to conduct regular training and development sessions.
Guide Restructuring Activities In some cases, the organizational development consultant may take an active role in restructuring departments or changing the way they utilize personnel to increase efficiency and align department activities with overall business goals. The organizational development consultant also helps determine how their clients can best allocate resources and personnel and employs methods to increase cross-functionality and interdepartmental cooperation.
Measure Impact of New Programs and Efforts Finally, organizational development consultants assess the impact of their advice and guidance through follow-up visits and meetings with clients. In these meetings, the organizational development consultant measures the impact their changes have had on performance, efficiency, employee retention and satisfaction, and overall business goals. They may also provide further advice and guidance if certain elements are not working.
Organizational Development Consultant Skills and Qualifications
Organizational development consultants provide advice and guidance to help businesses enhance efficiency, profitability, and performance through effective talent development. Most organizational development consultants have advanced degrees and the following skills:- Analytical thinking - organizational development consultants need to analyze information to assess businesses, personnel, and departments to determine what is working and what can be improved
- Personnel development - this role also requires a high level of familiarity with business strategies and techniques for improving efficiency, enhancing employee performance, and streamlining operations
- Research skills - organizational development consultants frequently need to research the companies they are working with, which includes gaining knowledge of industry trends and competitors
- Persuasion skills - a organizational development consultant also needs to ensure that business leaders and decision-makers adopt their ideas and strategies, so they should have strong persuasive skills and be able to successfully present their ideas
- Leadership - team coordination and collaboration are also important in this role, since organizational development consultants need to coordinate department activities throughout the company
- Communication skills - effective written and verbal communication is key to an organizational development consultant's role, since they need to work with executives and employees
Organizational Development Consultant Education and Training
While organizational development consultants can come from a variety of educational backgrounds, the vast majority of workers in this role have an advanced degree in a related field. Generally, organizational development consultants have master's degrees in fields including organizational psychology, organizational development, or business administration. There are also industry certifications available for organizational development consultants, which can help improve a consultant's reputation and open up more opportunities for employment.
Organizational Development Consultant Salary and Outlook
Because most organizational development consultants work on a freelance or contract basis, their salaries can largely depend on their client base and level of expertise. However, the Bureau of Labor Statistics (BLS) does maintain salary data for training and development specialists as a whole. According to the BLS, training and development specialists earn a median annual salary of $60,360. The highest-paid 10 percent of workers in this role earn more than $102,340 per year, while the lowest paid earn less than $33,150. The BLS expects employment of training and development specialists to grow at a faster-than-average rate of 11 percent through 2026.
Helpful Resources
We found a number of resources on the web if you'd like to learn more about working as an organizational development consultant:
Organization Development Network - organizational development consultants can join the ODN to connect with other professionals in the field, learn about industry developments, and attend events and conferences
Organization Development: The Process of Leading Organizational Change - author Donald L. Anderson examines organizational change and dynamics, exploring how technology, globalization, and economics affect organizations and personnel
International Organization Development Association - IODA is another professional network for organizational development consultants offering networking events, publications, and educational materials
The Consultant's Big Book of Organization Development Tools: 50 Reproducible Intervention Tools to Help Solve Your Clients' Problems - read this book to learn useful techniques and tools that organizational development consultants can use with their clients
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