Foundation One: A Process Consultation Approach

April 26, 2024

In this first post of a series, I discuss how process consultation, a methodology and philosophy that is foundational for my work, leads to more effective, sustainable impact.  When I first encountered Edgar Schein's work during my graduate training, his principles of curiosity, humility, and co-creation—not imposition—resonated with my personal values. Years later, these principles continue to power the transformative work I do.  This collaborative approach not only values the expertise of others but also fosters a sense of inclusion and shared responsibility. 

Envision a workplace where every decision and interaction is a catalyst for equity and inclusion. In today’s global marketplace, this isn’t just an ideal; it’s a strategic imperative that sets leading organizations apart. Those that effectively integrate diversity, equity, and inclusion (DEI) throughout their operations are not just surviving but thriving. The process consultation method, rooted in Edgar Schein's work, provides a potent framework for organizations striving to foster a culture that truly values these principles. It equips consultants to effectively partner with client organizations, creating sustainable environments that nurture innovation and success. 

Embracing Process Consultation: A Partnership Approach 

Think of process consultation not as traditional consulting, where solutions are handed down from on high, but as a partnership where the consultant acts more like a coach than a commander. While some organizations are asking for off-the-self solutions, this approach is more effective in the long run and helps organizations improve internal dynamics, enhance problem-solving capabilities, and effectively manage change through a process of guided discovery and empowerment. Unlike consulting methodologies that often apply one-size-fits-all interventions, process consultation is inherently customized and participatory. This makes it especially suited for addressing the nuanced and complex nature of DEI initiatives across different organizational contexts.

Aligning Process Consultation with DEI Initiatives 

DEI initiatives are multifaceted, involving not only the alteration of policies and structures but also significant shifts in organizational culture and individual behaviors. Process consultation aligns with and supports the foundations of DEI work through:

1. Co-Creation of Strategies: To harness the full power of process consultation, start by bringing together a diverse project team—think varying roles, backgrounds, lived experiences, and perspectives. This is where innovative solutions are born. By engaging a broad and diverse group of stakeholders in a manner that helps ensure a variety of voices are heard, the strategies formed are more likely to be more inventive and more inclusive. This process, done skillfully, can also help to surface  “hidden” biases, barriers, and inequitable policies and practices, which may not be evident without intentional, broad-based engagement.

2. Customization to Organizational Context: DEI challenges and opportunities vary widely across different organizations, influenced by factors like industry, corporate culture, employee and regional demographics, and the external environment. Process consultation tailors its interventions to these unique contexts, which enhances the effectiveness and sustainability of its outcomes.

3. Capacity Building: At its core, process consultation aims to boost an organization's internal capabilities to tackle issues. In the realm of DEI, this means not just adopting external recommendations but also developing internal competencies necessary for managing diversity and fostering inclusion. Through this approach, organizations further develop their ability to monitor and self-diagnose problems, devise solutions, and integrate DEI into their everyday operations.

Practical Application in Organizational Settings 

The practical application of process consultation in promoting inclusive environments manifests across organizational operations, functions, and levels. For instance:

• Revisiting recruitment and onboarding procedures with HR & hiring teams and employees can reveal inequities in these initial stages of the employee lifecycle, allowing for intentional development of more equitable practices. From job descriptions to resume reviews, interviewing to onboarding, including broader perspectives in the review process can help ensure existing issues are identified and that the solutions developed work in context. 

• Reevaluating performance management systems through this lens can help lead to the development of metrics and rewards systems that better meet the needs of those most impacted while upholding equitable principles.

• Leadership development efforts are tailored to address existing gaps, common and organization-specific biases, inequities, and barriers.  While certain principles certainly apply broadly, understanding the current state of the organization and the needs of its leaders, as well as the organizational culture and context, will help ensure changes align with the organizational mission, vision, goals, and culture.

• Building more effective, inclusive teams begins with identifying where any current strengths and problems lie, and understanding the impacts of factors at organizational, team, and individual levels.  Obtaining input across levels and ensuring all voices are heard more effectively informs targeted action to develop more equitable, inclusive environments and practices that help teams and their members to thrive and improve team outcomes.

The Transformative Impact of Process Consultation 

The true value of process consultation lies in its ability to fundamentally transform organizational cultures. By fostering a methodology based on co-creation, customization, and capacity building, process consultation can help ensure that the DEI strategies developed reflect an organization's unique opportunities and challenges and are informed by those most affected.

As businesses navigate the complexities of the modern marketplace, process consultation provides a foundation for more effective, sustainable solutions. This approach not only helps ensure the work aligns with the organizational mission, vision, and goals but also addresses the specific cultural and environmental contexts in which companies operate. It empowers organizations to sustain and iterate upon change, engaging people across levels. When properly harnessed, it has the capacity to promote inclusivity and diversity that go beyond superficial compliance to become ingrained in organizational systems, policies, and practices.

So stop ticking boxes and start making real changes. Partner with a process consultant who will work with you to embed DEI deep into your organization's DNA, propelling your business forward in innovation and inclusion.

With more than three decades of experience leading across industries and cultures, Greta supports leaders in developing inclusive environments and the skills to more effectively navigate, attract, and retain the diverse workforce of today.