The Consulting process is a training and collaborative relationship between a consultant or a group of consultants and an organization interested in improving its human resources .
The process typically lasts between three months and one year, depending on the type of intervention.
The consulting focuses on results of a group within an organization or the organization as a whole.
At the heart of any effective consulting intervention lies a relationship of trust and honest, helpful feedback between the consultant and the organization.
Consultants provide the organization with feedback they would normally never get from those they work with.
Consultants help people discover and embrace the truth about themselves, the good and the bad, so that they can change and grow.
Too many people stay stuck and static in their personal and professional growth, repeating the same old patterns, because they have a distorted view of who they are, and in the case of work, how they are performing.
Unless people have a realistic view of who they are, including their strengths and weaknesses, they can’t move to a new place.

Once the organization has been made more aware of its style and areas of needed development, it is the consultant’s job to create a psychological/emotional environment where positive things can happen.

It is the consultant’s job to collaborate with the people through the organization to set a limited number of well defined, performance related goals and then help the executive achieve them.
The consulting should be targeted and practical.
Leading companies around the world increasingly provide their most valuable executives with executive coaching to fast-track improvement and extend much-needed competencies.
The consultants can assist an organization in achieving competitive success by translating its high performance vision into clear, actionable steps to be taken by its executives.
Consulting processes is typically used to address:
-Development of high-potential leaders who are looking for improvement and/or feedback
-On-boarding of new leaders
-Merger or restructuring
-Change in strategy
-Change in required competencies or job skills
-Change in management
-Succession planning
-Cultural alignment
-Improvement of under performing executives