Analyse the issue of whether change leaders should be internal or external to the organization. Consider the circumstances under which you would recommend internal verses external leadership
There are varying views and opinions on whether external or internal consultants should be used in an organisation. Though the objective of having a consultant is the same, what each have to provide for the organisation differs vastly from
Although external and internal consultants have much in common, their different experiences and positioning in relation to the organisation results in unique strengths and contrasting perceptions by their clients. Their contributions and value differ according to …show more content…
Where a high level of commitment is required, organisations would prefer an internal change consultant as they have a drive to succeed so as to be able to see the "fruits" of his labour.
This is unlike an external practitioner whose main focus is on the specific task assigned.
Other than commitment, having the competency to take initiative is equally important as they would at times, need to take a stand to push for the desired outcome and decisions so as to align the organisation in achieving their desired goals.
There is also an added advantage that the organisation would be able to retain the expertise and resources internally. In this way, they are also assured that there would be continuous support and follow up actions in guiding the organisations efforts relating to business strategies and goals. The OD practitioner though, would need to be able to market the value of OD and have a significant competency in it. (pg 636)
For the change practitioners to be effective, they would require to be able to collaborate with others to ensure that all interpersonal relationships with colleagues and higher management is healthy. A certain degree of detachment must still be present so as to maintain an independent and objective mindset without the pressure of taking sides or following