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Our Methodology

At OB Consulting, we work smart and hard to maximise the chance of your success. For our collective efforts to achieve the outcomes you want, we will do a number of things:

  • Agree the areas of high performance that will have the greatest positive benefit for your organisation, understand or create the metrics associated with these areas and identify the organisational dynamics between these areas
  • Check that the desire to achieve the highest levels of performance is present within the leadership group and the political will and consensus is strong enough to support the necessary changes to achieve success
  • Identify ‘issue tensions’ between interested parties and stakeholders that need to be addressed in order to make progress on your chosen areas of high performance
  • Combine this understanding with relevant and latest research to ensure our efforts are targeted for optimum effect
  • Make sure your leaders and managers understand their role in achieving success; clarifying for them the actions and behaviours they need to demonstrate and identifying ways to hold them accountable
  • Create opportunities for all parties to systematically work together and resolve key issue tensions
  • Create clarity for everyone on what needs to change, what people need to do, and how they need to behave differently in order to achieve high not just better performance
  • Adopt an approach to change that increases people’s sense of engagement and empowerment
  • Evaluate as we go along, not just at the end, including regular dialogue with all relevant parties to find out what’s working for them and what isn’t, what’s been achieved and what hasn’t
  • And we will always seek a relationship with you where we continually explain, check and challenge our thinking, assumptions and behaviour to make sure we stay aligned and motivated to see things through

Case studies

A global service solutions organisation revised its mission and vision in a response to the Global Financial Crisis. OB Consulting was asked to support the COO engage with and reinforce… Read more

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This UK-based organisation of 2000 employees is responsible for delivering a 24/7/365 operational service. Despite traditional development programmes, a leadership vacuum had… Read more

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A region of one of Britain’s largest house building companies was languishing at the bottom of their company’s internal customer service league table. Quality Control inspections… Read more

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The leadership challenge of this government agency was to reverse the strong negative perceptions of ‘employee engagement’ pervading across all levels of the organisation after… Read more

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