Organisational Development Diagnostic
A four-to-six week engagement that maps how work, roles, and culture actually operate, then hands your leaders a sequenced roadmap they can own.
On-site and remote advisory
4–6 weeks
Fixed-fee proposal after scoping
Who it is for
People leaders and executive teams in mid-sized New Zealand organisations — typically 40 to 400 people — who sense that structure, capability, or culture is lagging the strategy, yet do not want another slide deck that never leaves the shared drive.
The result
You leave with a shared picture of how work currently moves, where friction concentrates, and a 90-day to 12-month roadmap with owners, sequencing, and clear exclusions. The diagnostic does not implement the whole change programme; it makes the next investments defensible.
What is included
- Kick-off with the sponsor to confirm decisions the work must inform
- Review of existing organisation charts, role descriptions, and recent people metrics you already hold
- Confidential interviews with a cross-section of leaders and contributors
- One facilitated working session with the senior leadership team
- Written findings pack and roadmap workshop to agree priorities
- Two follow-up check-ins within 60 days of delivery
What is excluded
Day-to-day HR administration, legal representation in disputes, payroll changes, and full programme management of multi-year transformation. Those can be referred or scoped separately if needed.
Provider and delivery
Led by a PeopleFirst principal adviser, with a second consultant for larger interview loads. Sessions can run at Level 5, 15 Durham Street, Christchurch 8013, at your site, or by video for distributed teams.
Process
- Scope call — confirm sponsors, access to people, and constraints.
- Listen — interviews and document review over two to three weeks.
- Sense-make — leadership working session to test emerging themes.
- Roadmap — written recommendations and ownership conversation.
- Settle — short check-ins as you begin the first priorities.
Preparation
Nominate a sponsor with decision rights, share current org charts, and protect interview time in calendars. We ask that sponsors do not pre-brief interviewees on “the answer” they hope we will find.
Constraints and pricing
Fees are quoted as a fixed engagement after we understand headcount, sites, and interview volume. Travel outside Canterbury is itemised. Deposits and cancellation terms are set out on our fees and refund pages.
Next step
Request a discovery conversation and tell us what decision the diagnostic needs to unlock. If a lighter facilitation session is a better first move, we will say so.