 External consultants play an important role in organisational development for a variety of reasons. As outsiders, they can question the unquestionable, challenge ritual behaviour and identify hidden talents within the organisation. Consultants vary widely from the generalist with business management skills to the specialist with specific skills in a particular area, such as finance or IT systems. At Dolan & Holt Consultancy Ltd we have a core team with extensive national and international experience in health care and other public sector organisations. This is supported by a range of associates, with industry specific skills, to ensure we give a comprehensive response to clients needs. At Dolan & Holt Consultancy Ltd we believe consultancy should be solution focused, which often means the consultancy team need to do more than produce recommendations. Depending on the client's requirements we are happy to provide operational support, implement change and educate staff.  Dolan & Holt Consultancy Ltd believe Townsend is right in his views of consultants because any effective consultant draws his or her conclusions from within the organisation. Most organisations already have a view of what their challenges are. As consultants our role is to draw these out, explore some of the taboos around them, contextualise internal and external solutions; and then help the organisation identify a structured way forward. We use a simple six step framework to achieve this.
At Dolan & Holt Consultancy Ltd we believe all of the stages in the framework are important, but trust and rapport are crucial to the integrity of any consultancy project. We see ourselves as ‘honest brokers' within an organisation, we challenge and champion as needed, then we motivate teams and individuals towards the corporate goal. Organisational culture is the biggest single factor influencing attitude and performance. Most of the good ideas and solutions come from within the organisation, but cultural oppression stamps out innovation and creativity. On the other hand, positive outcomes inspire people to change. Transparency, integrity and credibility are key to facilitating sustainable change. Change is best adopted in a collaborative manner, in an environment where informed risk taking is encouraged and success is acknowledged. To succeed, organisations must build on their best traditions, value their past and take control of shaping their future. Organisational growth should be a continuum not a destination.  For further information please contact brian@dolanholt.co.uk |
