How to Decide OD Consultant Skills The process of choosing the right organizational development consultant for a particular company can be very stressful and time consuming. Many factors can come into play, such as the detail, how well the consultant is known (good or bad), and how their specific skills fit into your company's needs. All of these are questions a company should ask and research when looking for the right organizational development consultant. Research has shown several methods on how to get the right solution for your business and I have narrowed down eleven of the best ways for a business to choose their consultant and this is what was found. The first skills a company should consider when selecting an organizational development consultant depends on whether or not they have the necessary skills required for the job the client needs. All consultants vary in terms of expertise and skill level, so it is important to carefully review their skills because if someone seems overqualified and is not well known, it may be too good to be true. The second competency to look for is whether the consultant gathers complete and accurate information about the problem (Consulting Process in Action). Good things to look for in a counselor are whether he applies skills in affective questioning, observation, and processing feedback. How OD consultants analyze collected data and link it to quantitative, descriptive statistics such as averages and coefficients using numerical data (OD and Change page 126) or qualitative and theoretical analogies of a problem (OD and Change page 123), information about the client company. When this practice is performed by the consultant, it determines the types and quantities of data needed for the appropriate collection process, meaning that the better the collection process the consultant performs, the better the results will be. Once this is done, the consultant should assist the client in interpreting the data to obtain effective results and move them in the directions of the intervention planning phase. This gives the client an idea on how to make changes to certain things to improve their company and clarify any questions they may have about the process. Another skill to use when evaluating a consultant is whether or not they consult with the appropriate employees. about the organizational development problem or situation. (Counseling process in action) Does the counselor look only at the problem or does he go deeper and look at those around him who could influence him?.