A process consultant acts as a mediator to identify obstacles and advise groups on how to resolve issues. They must maintain impartiality and have a background in psychology and analytical skills. Their role is to suggest solutions and identify obstacles, not to directly participate in problem-solving.
A process consultant is an individual who facilitates the positive results of the group effort through mediation. The consultant’s role in group dynamics can be compared to that of a traffic police officer at a busy city intersection. The officer assesses vehicle volume, identifies existing and potential bottlenecks, and directs traffic to achieve a continuous, smooth flow, without ever participating as a driver. Process consultants assess the group’s processes and identify logistical problems, interpersonal conflicts, hierarchical bottlenecks, and poorly defined or ambiguous objectives and advise the group accordingly. The successful process consultant should be well-versed in the relevant industry, have a background in psychology, and ideally should have a calm, analytical disposition.
Most unassisted group efforts run into problems at one point or another where, no matter how skilled or qualified the team is, they just can’t “see the forest for the trees.” The causes of these impasses are varied, but usually include personal disputes, ill-defined goals and conflicts of interest. When these situations arise, group members often suffer from “tunnel vision” of the process by being too close to the situation to identify the root problem. This is where the process consultant becomes an invaluable asset to the team dynamic.
The process consultant observes group interactions and efforts from a distance and identifies obstacles based on a firm understanding of the process in question and how interpersonal and group interaction works. The consultant’s role is to identify problems, advise the group about their existence, and suggest possible solutions. A consultant may intervene directly as a mediator in cases of personal conflict, but otherwise only suggest courses of action or identify obstacles, enabling the group to resolve the issues. This element of distance must always be maintained, as direct participation in the actual problem-solving process removes the process consultant from the critical position of impartiality.
There are few globally accepted definitions regarding the educational requirements of process consultant candidates. Ideally, those interested in this critical field should have at least a solid background in psychology and strong analytical skills. Additional courses useful for this post include small group learning and experiential education. A calm and composed personality is also essential because the consultant needs to remain as impartial, cool and eloquent as possible at all times, especially when suggestions or remarks draw fire from the group.
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