Process Consulting Masterclass

Explore process consulting in practice by applying timing, partnership, humility, and learning from mistakes to empower clients, foster collaboration, and create sustainable organizational change.

Explore how status drives the social economy of client conversations and fosters trust to enable productive collaboration in process consulting.

Learn how focusing on proving credentials derails process consulting and why understanding the client's problem and exploring their context through collaboration delivers real change.

Explore how status in a social economy shapes client-consultant dynamics, triggering anxiety and obstructing problem solving, and learn strategies to manage status and foster collaboration.

Shift the initial client meeting from me to we, building trust and an equal partnership through humble inquiry, active listening, and perspective taking to define problems and next steps.

Learn how to build strong, genuine relationships through humble inquiry, active listening, respect, and personal sharing, creating a safe dialogue and productive collaboration with clients.

Develop a level two relationship with the supervisor through humble inquiry to turn feedback about a disengaged site manager into meaningful action.

Develop active listening as a core process consulting skill, inspired by Carl Rogers, by focusing on presence, curiosity, and reflective mirroring to build trust and collaborative solutions.

I stepped out of the process consultant role to interview key staff and deliver an impartial snapshot that prompted action, with the takeaway that role shifts must be deliberate.

Guide clients toward adaptive solutions in complex, dynamic systems driven by people, co-creating flexible processes through iterative steps, collaboration, and learning from outcomes.

Apply Goffman's dramaturgical perspective to organizations, viewing interactions as a theater of face work. Design meetings and stage props to foster shared ownership.

Master the foundations of organizational change by empowering clients to own the process, identify barriers and enablers, and serve as a trusted process consultant guiding lasting change.

Explore Levin's unfreezing, changing, and refreezing framework for sustainable change. Use force field analysis to map driving and restraining forces, strengthen drivers, and reduce restraints to embed new behaviors.

Learn to diagnose and address organizational challenges by initiating bottom-up processes that empower the people experiencing the issues and apply double loop and triple loop learning for sustainable change.

Lead with dialogue to define client challenges, engage those affected, anchor interventions, and foster ownership; escalate unresolved issues up the hierarchy for joint, sustainable problem solving.

A company that outsourced its work shows how bottom-up ownership, surveys and manager safety training drive risk analysis and actionable plans, moving toward triple-loop learning.

Drive real change as a process consultant by facilitating meetings that structure group dynamics, diffuse power struggles, and foster engagement, even in the eye of the storm.

Learn how office politics emerge and escalate, and how to reduce them by clarifying the group's mission, defining roles, establishing ground rules, and reducing uncertainty for collaborative work.