Orange Grove Consulting
Some clients come to us with a clear sense of what needs attention. Others aren’t sure where to start. Either way, we help you prioritize what matters most, deliver the right solution, and be clear about what it takes for the results to last.
The Snapshot takes five minutes and shows your results instantly, with no email required. Already know what you need? Go straight to our solutions.
Led by Doctorate-Level Practitioners Two Published Books Serving Clients Since 2013
WHO WE ARE
Orange Grove Consulting is a research-based talent management and leadership consultancy for small to mid-sized organizations. We are a certified Women Business Enterprise. We help HR, talent, and L&D leaders find out what is actually holding their people systems back, then deliver the assessment, strategy, or training that fits.
Start with the problem you’re seeing
The OGC Talent Health System organizes our work into four areas that support each other.
Find the situation that sounds like yours, or take the Snapshot if you’re not sure. Whichever area
you start in, we show how it connects to the rest of your talent system.
Read how the OGC Talent Health System works →
How Working With Us Starts.
How Working With Us Starts.
Have a specific question about how our work applies to your organization? Our FAQ page covers common questions on talent systems, leadership development, and engagement data.
Why Now?
Every month without clarity costs you. Managers keep stepping into leadership roles without the skills to set expectations or coach performance. Initiatives launch without a clear priority, then stall. And the C-suite is watching, growing less patient with a people strategy that isn’t delivering visible results.
The longer it goes unaddressed, the more time you spend managing fallout instead of building what’s next, and the harder it gets to make the case that HR deserves a seat at the table.
The organizations that invest in clarity now are the ones building the leadership and results that keep them competitive. The ones that wait are the ones explaining to leadership next year why nothing changed.
Why Now?
Every month without clarity costs you. Managers keep stepping into leadership roles without the skills to set expectations or coach performance. Initiatives launch without a clear priority, then stall. And the C-suite is watching, growing less patient with a people strategy that isn’t delivering visible results.
The longer it goes unaddressed, the more time you spend managing fallout instead of building what’s next, and the harder it gets to make the case that HR deserves a seat at the table.
The organizations that invest in clarity now are the ones building the leadership and results that keep them competitive. The ones that wait are the ones explaining to leadership next year why nothing changed.
Explore Your Leadership Profile
Wondering where your leaders stand today? The free OGC Leadership Competency Self-Assessment gives individual leaders a starting point for reflection across the six domains of the OGC Leadership Competency Wheel. It takes five minutes and produces an instant profile.
Questions We Hear Most
Q: Do we need a full assessment before we can start?
No. If your most urgent problem is leadership skill gaps, we start with leadership development. If turnover is the burning issue, we start there. If your senior team wants to understand engagement data first, we start with assessment. Wherever we begin, we show how the work connects to the rest of your talent system so the results last.
Q: What if leadership has already decided on a specific solution?
Then we deliver it well. We will also point out other options and the best route where they are relevant, so you can decide with the full picture.
Q: How do we know where to start?
Take the Talent Health Snapshot for a five minute read on which of four areas needs attention first, or schedule a conversation and we will talk it through with you.
Q: What size organizations do you work with?
We typically work with small to mid-sized organizations.
Q: How is pricing structured?
Pricing is clear for each engagement. For training, it’s based on the number of synchronous workshops, or the number of asynchronous learners; for measurement and consulting engagements, it’s project-based and depends on scope, such as surveys, focus groups, interviews, data volume, and timeline. You receive a clear project cost in the proposal before work begins.
Q: How will we know it worked?
We create clear, measurable goals for all projects and training programs.
See All Frequently Asked Questions
More on Our Approach
What People Say About Our Work
What People Say About Our Work
