Final answer:
An OD consultant would partner with stakeholders, understand the organization, and create a change strategy. External consultants offer fresh perspectives and specialization but may face resistance. Internal change agents have internal knowledge but may lack objectivity.
Step-by-step explanation:
As an Organizational Development (OD) consultant, approaching an organization to drive a change initiative involves several critical steps. Initially, you would establish a partnership with key stakeholders to understand the organizational history, culture, and readiness for change. This partnership is essential for assessing the current state of the organization and co-creating a tailored change strategy aligned with the organization's goals and capabilities.
When considering an external OD consultant versus internal change agents, there are both merits and demerits. External consultants bring fresh perspectives, specialized skills, and can act as neutral parties, particularly beneficial in highly politicized environments. However, they might be perceived as less committed to long-term outcomes or face resistance from staff due to being outsiders. In contrast, internal change agents have intimate knowledge of the organization's culture and internal networks which can facilitate smoother change implementation. Nonetheless, their objectivity may be compromised by existing relationships, and they may lack certain specialized expertise.