Consulting Process Flashcards
What are the four steps of the consulting model?
- Define problem.
- Design and implement solution.
- Measure effectiveness.
- Sustain improvement.
HR collects data to define the gap between desired and actual performance and identify possible causes for the gap (e.g., misalignment of competencies, leadership models, structures, or cultures).
Define the problem
Criteria for an effective solution are defined and an appropriate tactic for development is chosen.
Design and implement the solution
The solution’s effects are measured to determine if the objectives of the consultation have been met and if the consultation has had the desired strategic impact (e.g., faster decision making, better teamwork, better output).
Measure effectiveness
The new process is monitored to encourage continued effort. HR provides guidance to leaders about ways in which new values, attitudes, or practices can become institutionalized or applied in different areas.
Sustain the improvement.
The group can brainstorm strengths, weaknesses, opportunities, and threats and agree on a numerical value for each.
SWOT analysis
The team determines critical characteristics of a successful decision (e.g., ability to meet project requirements, likelihood of success, least change of causing secondary risks). A matrix is used to score each alternative and compare results.
Multi-criteria decision analysis (MCDA)
Group discussion is critical to identifying all relevant costs and benefits.
Cost-benefit analysis (CBA)
This tool was designed to analyze the forces favoring and opposing a particular change. The group identifies and weights factors that could influence an outcome in either a negative or positive manner according to their possible impact. The group then uses these factors to score different opportunities. They agree to pursue those showing favorability for change and avoid initiatives that face very strong resistance.
Force-field analysis
