Interview Guide for OD Process Consultants – Building a Strong Client Relationship and Identify Needs

Introduction:

Greeting and Warm Welcome:

• Start the interview with a warm greeting and express gratitude for the opportunity to meet with the client
• Introduce yourself and briefly explain your role as an Organizational Development (OD) Professional Consultant

Establishing Rapport:

• Use body language and maintain eye contact to create a comfortable and approachable atmosphere
• Engage in small talk to build rapport and establish a personal connection with the client
• Ensure the client feels valued and heard from the outside of the interview.

Identify the Clients Needs:

Understanding the Current State:

• Begin by asking the client to provide an overview of their organization, its core values, and its primary objectives.
• Encourage the client to share their perception of the organization’s strengths and weaknesses, as well as any specific challenges they are facing.

Active Listening and Probing:

• Listen attentively to the client’s responses and ask follow-up questions to gain a deeper understanding of their concerns and pain points.
• Explore how these challenges impact the organization’s overall performance and employee morale.

Undercovering Underlying Issues:

• Use probing questions to uncover any potential underlying issues or root causes contributing to the challenges mentioned by the client.
• Seek clarity on any historical events or past initiatives that may have shaped the organizations’ current state.

Contract for Agreement:

• Clearly explain the role of the OD Process Consultant and how they can support the client in addressing their challenges.
• Discuss the consultant’s expertise in facilitating positive change and fostering a culture of continuous improvement.

Establishing Confidentiality and Trust:

• Assure the client that all the information shared during the interview will be treated with the utmost confidentiality
• Emphasize the importance of trust and collaboration between the consultant and client throughout the OD journey.

Identify Goals:

Clarifying Objectives:

• Collaboratively define specific goals and desired outcomes for the OD intervention.
• Ensure that these objectives align with the organization’s long-term vision and values.

Measurable Metrics:

• Discuss the importance of measurable metrics to evaluate the success of the OD intervention.
• Identify key performance indicators (KPIs) that will be used to track progress and effectiveness.