• Berthoud Consulting LLC, an organization development (OD) company, is a passionate partner for the success of individuals, organizations, and communities committed to social responsibility and justice.

     

    Organization Development:

    With departments, organizations, or coalitions address strategies, structures, processes, people, and cultures that improve effectiveness.

     

    Leadership Development:

    Build the capacity of people who lead throughout organizations and communities.

     

    Facilitation:

    Design and conduct group gatherings for maximum effectiveness.

     

Client Spotlight

  • Women for Women International was in the midst of change: A new CEO, process revisions for planning, budgeting, grant development and management, along with a fresh look at programs to ensure they address organizational mission and emerging needs. The upcoming three-day annual meeting of Country Directors from eight nations and Headquarters (DC) staff could help align key leaders of the organization and boost their willingness to champion and implement change. Yet the proposed shift to Results Based Management (RBM) would require reorganizing work flow and mindset. The meeting would need to orient people to RBM, reflect RBM, and give people practical experience with key concepts and skills without sinking into the minutia that can often derail planning and change. And fast-the meeting was in three weeks!

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Noteworthy

  • Heather's latest article OD is Diversity: Differences are at the Heart of the Field published in Fall 2015 OD Practitioner

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Resource Center

  • OD is Diversity: Differences are at the Heart of the Field

    Most of us work in organizations with great or desired diversity-whether race, gender identity, class, sexual orientation, age, religion, ethnicity, or other differences that matter to who we are and how we are treated. The article explores how consultants-and leaders, organizers, group members-can and must pay attention to the diversity dynamics in order to be fully effective.

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  • The Paradox of Diversity in Social Change Organizations

    Many social change organizations demonstrate their commitment to diversity and inclusion by serving a range of constituencies; having diverse members, staff, and/or boards; and working in broad coalitions.
    The importance of diversity may also be expressed in an organization's mission, policy, and strategic and program plans. Social change advocates often speak eloquently and forcefully about historical trends and the legal enshrinement of bigotry, how those acts affect us today, and the cultural assumptions that drive social trends. Yet even with clearly positive intentions, patterns of bias and oppression may exist within social change organizations. In this essay, we offer our observations based on work with numerous organizations as both activists and consultants.

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  • 04.05.17

    In a group addressing structural racism in organizational operations and programmatic work, we are reviewing proposals for action. A person of color notes some language used in otherwise sound ideas could unintentionally reinforce the separation the proposal seeks to address. The next speaker, a white person, explains what they intended the term to mean, why it was inadequate and why they settled on it for now.

    What was the purpose of the explanation? If, as asserted, it was to agree with the original point, why not just agree? The outcry that greeted that comment suggests more was at stake. 

    The impact of the explanation was to (attempt to) erase the original objection—and the objector by extension. Where agreement validates, recognizes, and joins, explanation infantilizes…

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