Process consulting is discovering what is going on in an organization, work unit, team, group, in a meeting or between individuals. It attempts to discover the meaning of what is actually happening, what is not being said as well as what is being said. It looks for dynamics of power and influence, responsibility and victim-hood, trust and agreement, advocacy and inquiry.

Taylor-Nelson has been process consulting for the past fifteen years working as a process consulting team, able to engage, question and observe a given process from several perspectives

The Underlying Assumptions Are:

  • People often do not know that is wrong and need special help in diagnosing what their problems actually are with the help of a third party process consultant
  • Most people have a constructive intent to improve things but need help in identifying what to improve and how to improve them
  • Most organizations can be more effective if they learn to diagnose their own strengths and weaknesses; the consultant seeks to give the client "insight" into what is going on around him/her, within him/her and between him/her and other people
  • No organization form is perfect; hence every form of organization will have some weaknesses for which compensatory mechanisms can be found

The Most Crucial Types of Human Processes in an Organization are:

  • Member roles and functions within groups
  • Group problem solving
  • Group decision making
  • Leadership and authority issues
  • Inter-group cooperation
  • Inter-group competition
  • The Transformation Process.
  • Silence -to- violence communication strategies
  • Lack of trust, mutual respect and common meaning