Organizations have to be changed in order to fit into outside environment, but feel reluctant to imitate change process for two reasons: first, organizations cannot articulate the purpose and objectivity of change process for internal politics; second, the management tends to avoid confrontation. As change and reorientation process is urgent, and consultant is called in and receives the assignment for pecuniary purpose to initiate change management process.
Because that organization becomes more interdependent – internally and externally – the number of potential stakeholders proliferates, and change management consultants find cannot cross the road to success. So with all this in mind, change management consulting sounds like a contradiction in terms. If an organization has to change, how can external input help? Surely this is the equivalent of ordering someone to be empowered? Indeed, change management consultants often find themselves caught between a rock and a hard place. They have to facilitate rather than impose, and the moment they tell someone to do something, they have failed. However, because the most effective facilitation is often very low key – helping people find solutions rather than giving them easy answers- it runs the risk of becoming invisible. Because clients are encouraged to think the new ideas or techniques they acquire from the consultants are their own (thus avoiding the not invented-here syndrome), there is a danger that they look back on the consulting process and question its value. What did the consultants actually do? Surely they, the client, have had these ideas all along? Indeed, the familiar complaint – that consultants borrow clients’ watches in order to tell them the time – may have its origins here.
So new intervention method should be designed to avoid the awkward situation, and change management consultant empowered to make watch for client and tell them not only time but how to make watches. The new intervention methodology including appreciate inquiry and other OD intervention method, which arms consultant with deepest understanding for human process and organization and the way to full implementation of change process.