Working at a large manufacturing company taught me invaluable lessons about leadership, teamwork, and facilitating meaningful change. Only some people were initially eager to work with me, but one leader saw my potential and trusted me to take on significant challenges. His trust and my approach to OD Process Consulting led to a transformative experience that helped individuals and reshaped an entire workplace culture.
A Challenge Worth Tackling
One day, this leader came to me and said, “I have a challenge.” My response was simple yet critical: “How can I help you?”
The challenge was a deeply personal one: a woman at one of our plants had just been diagnosed with multiple sclerosis (MS) and was at risk of losing her job. It wasn’t just about her health or job security—it was about how the team around her could support her and adapt to new realities.
Asking the Right Questions
To address the issue, I asked key questions:
- What challenges is the team facing?
- How can they support each other?
- Do you want to be part of the solution?
These questions set the stage for collaboration and problem-solving. My goal wasn’t to provide all the answers but to create a space where the team could identify the problems and take ownership of the solutions.
The Power of Team Building
I gathered everyone in a room and facilitated a conversation. For about an hour, we worked through the issues together. By the end of the session, the team had identified the challenges and developed actionable solutions.
The most rewarding part? They felt empowered to take over. They solved their problem, recognized the underlying issues, and walked away with renewed purpose and unity.
Authentic leadership is not about control, it’s about empowerment. When you trust people to rise to the occasion and give them the tools to succeed, the results can be transformative. In my work as an OD Process Consultant, , I learned that sometimes the most impactful thing you can do is simply open the door and let others walk through.
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Changing the Culture
That session didn’t just address an immediate concern—it changed the culture. It demonstrated that the team had the tools and experience to tackle complex problems when given the opportunity.
As a facilitator, I only opened the door for them to walk through. My role was to provide a process for them to follow and then step back. Their willingness to take responsibility and engage with the process made the difference.
What Process Consulting Is All About
This experience epitomizes the essence of Process Consulting. It’s not about being the expert who delivers all the answers. Instead, it’s about framing challenges in a way that empowers people to uncover solutions themselves. It’s about guiding a group to recognize their potential and take ownership of their path forward.
If I had framed the situation differently or taken on all the responsibility, the outcome might have been very different. Process Consulting works because it enables people to see that they already have the capacity to create change.
The Takeaway
Authentic leadership is not about control, it’s about empowerment. When you trust people to rise to the occasion and give them the tools to succeed, the results can be transformative. In my work as an OD Process Consultant, , I learned that sometimes the most impactful thing you can do is simply open the door and let others walk through.
About the Author
Dr. Nancy Zentis, Ph.D.
CEO and Founder of the Institute of Organization Development. Contact: nancy.zentis@instituteod.com. The Institute of Organization Development offers online Certification Programs on Organization Development, OD Process Consulting, Talent Management, Executive Coaching
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