Organizational Development Consultant Salary: What is Organizational Development, What Do Consultants Do, and How Much Do They Typically Earn?

Organizational Development Consultant Salary: What is Organizational Development, What Do Consultants Do, and How Much Do They Typically Earn?
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Today’s technological working world puts pressure on organizations to evolve or risk becoming extinct. It’s common for companies to cling onto old practices through fear of change, especially when they’ve become so used to the status quo.

Asking someone to change a habit of a lifetime doesn’t always go down well, and this can be one of the biggest barriers to organizational development.

Despite obstacles that doesn’t mean companies shouldn’t prioritize transitioning into new horizons. Change is essential for survival, and to remain competitive during the digital revolution.

Organizational development is something of a buzzword in modern business, but what exactly is it? Read on to find out more about organizational development, what consultants do, and the average organizational development consultant salary.

What Is Organizational Development?

One of the most common barriers to organizational development is managers not really knowing what it is! You can embrace the basics of organizational development without a full grasp of its definition.

But of course you’ll benefit considerably from understanding what it means in layman’s terms.

Organizational development can be defined as the process of transitioning through various changes. Changes to policies, leadership, control, job redesign, and through many other integral business areas.

It explores organizational culture, strategy, and climate, evaluating potential areas of development for progression in a digital era.

Organizational development is essential to remain competitive, especially when other companies are regularly advancing their way of doing things to match ever-evolving consumer demands.

The overriding focus of organizational development is to help businesses discover more efficient and effective ways of doing things. It is usually undertaken by leadership, but needs full sponsorship from all staff to be effective.

You can receive the endorsement of your team with creative methods, including engaging change management exercises which help strengthen bonds and get staff on the same page.

It is a continuous process which is readily adaptable based on the unpredictable nature of future change.

Now you have a better idea of what organizational development is, let’s take a look at what an organizational development consultant does:

What Does an Organizational Development Consultant Do?

The organizational development consultant will typically help businesses remain profitable and healthy. They’re generally contracted from outside, so can provide an unbiased overview of daily operations.

They can leverage their expertise to suggest improvements. Consultants are typically hired when companies are struggling to adjust to change, which is commonplace in today’s fast-shifting industries.

Organizational development is certainly on the incline, and organizations are continuously seeking any means for gaining a competitive edge.

Organizational development consultants can bring advanced knowledge and skills to the field of business, and use their excellent reputation to help businesses maximize productivity during periods of change.

A consultant will understand how to use modern tools to their advantage, with an appreciation for how these can make their lives easier.

Consultants must have advanced communication skills, critical and analytical thinking, reasoning, customer focus, and team orientation.

By analyzing an organization’s corporate culture, organizational development consultants can decipher the parts of business which are working together as a whole, alongside those that need a little more attention.

Consultants work in close connection with change managers, where both parties are responsible for implementing procedures which help businesses enter new horizons.

Both are concerned with optimizing the process, while encouraging and promoting the benefits of change to receive full sponsorship organization-wide.

If existing staff fail to embrace change, personnel changes might be necessary, but it’s always best to work on what you have.

Those who are familiar with company culture and have learned the status quo should be retained at all costs. But changing the outset and attitudes of some will be harder than others.

It’s key to develop plans to retain critical employees, while introducing changes gradually so staff have sufficient time to acclimatize.

What Is The Average Organizational Development Consultant Salary?

If it’s a field that suits your aspirations, why not consider a career as a consultant?

An important factor for determining whether it’s the right job for you is salary.

But what is the average organizational development consultant salary?

Well, according to Salary.com, a website which collates data from across the web, the average organizational development consultant salary in the United States, as of September 2018, is $88,427.

This is a hefty sum, one which is certain to inspire those considering a path in the field. The website found the range to typically fall between $77,871 – $101,844, meaning there is scope to earn considerably more if you put your mind to it.

There are various factors which influence salary, including certifications, additional skills, education, and the length of time spent in the profession.

Now you’re fully aware of the average organizational development consultant salary, and understand the job role itself, you’ll be perfectly positioned to work out whether it’s a career for you.

Money and happiness are the two biggest driving factors, so if you’re content with the money available and feel you’d be happy in the profession, it’s certainly worth giving it a go!

Fortunately because many of the skills are transferable, if a career as a consultant doesn’t work out you can easily fall into a slightly different, equally attractive role.

Christopher Smith
Chris is the Lead Author & Editor of Change Blog. Chris established the Change blog to create a source for news and discussion about some of the issues, challenges, news, and ideas relating to Change Management.
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