Róbert Rácz
Human Resources coordinator
FGSZ Földgázszállító Zrt.
In what situations do you like to work with OD partner, when do you call us?
In a nutshell, I like to work with OD partner’s consultants among any circumstances. However, I thing that their true strength is supporting complex programs covering the whole company (organizational development, corporate culture development, staff replacement education, etc) and cooperating during them. Mostly these are the cases too, when I call them: when standing in front of tasks with such complexity and in the need of even a short joint thinking or their support throughout the process.
Why do you like to work with us?
Their professionalism is a given, but I guess this can be said about plenty of consulting firms on the market. What distinguishes them from the competition for me is that during the process we no longer consider them outsiders but rather colleagues, since they know and understand us. Furthermore, they tailor their whole programs completely for us; they keep looking for what works for us instead of resorting to ready-to-go solutions. At the same time, despite “being integrated” they are all the time focused on reaching the set goals and if needed – even entering into conflicts with the client – they point out to us how our certain decisions, acts might derail us from the path to be taken.
Klaudia Marton
Human Resources Manager
Groupama Biztosító Zrt
In what situations do you like to work with OD partner, when do you call us?
The reason why I like to work with OD Partner is that they are not one of those who are trying to deliver what the client wants, but what they need. In the meantime, they are doing so by understanding the requirements in depth and interpreting them in a particularly refined manner. Thus, pointing out such issues too that the customer might have never realized, or just refused to accept. :-)
Why do you like to work with us?
I look for the OD Partner when looking for a solution for a complex organizational situation, a sensitive situation, and the outcome of a possible intervention is unclear. In such cases, sharp vision and a thoroughly elaborated development proposal covering all aspects of the situation are extremely important.
Zoltán Révész
Cluster Director Facilities & Real Estate Management, Cluster Europe & Central Asia
Tetra Pak Csomagolóanyag Gyártó Zrt.
In what situations do you like to work with OD partner, when do you call us?
When I see that something is not working in the organization, the cooperation is glitchy, people are at each other’s throat, leadership messages/will are not getting through.
Why do you like to work with us?
The basis of all is a thorough evaluation of the situation at hand, we always receive a toolset tailored to the predicament. All of these never failed to start a change towards better functioning.
Margit Pellioniszné dr. Paróczai
Human Resources Manager
Richter Gedeon Nyrt.
In what situations do you like to work with OD partner, when do you call us?
Maybe when the word “development” is in focus. Be it organizational development, leadership development, some kind of HR project or the improvement of a base function. There are examples for all of them. Leadership development, training new leaders, introducing and continuously improving a performance evaluation system.
Why do you like to work with us?
You represent a thorough, deep professional knowledge. You take your role as a partner seriously, and after getting to know the client’s needs thoroughly, you do your best to provide a tailor-made solution. We managed to create a serious, reliable cooperation. We were never disappointed in your organizational skills, neither in your professional knowledge so far.
1200 SSC
With the OD Partner, we are working together on a leadership development program that is now in its third season, as well as various individual and team coaching processes. Working for me always gives me a sense of security, because I know that I can count on honest and transparent communication and cooperation. In the case of any development needs we formulate, Anita takes great care to thoroughly map the initial situation, and if they think there is a difference between the perceived and the real problem, they are not afraid to highlight it and come up with a proposal different from the customer's ideas. It has never been the case that they have offered a canned solution, always keeping in mind the goal to be achieved, tailoring the development program to the needs of a given circle of participants. They interact with each other in a meaningful way, irrespective of whether they are participants in a particular program or the HR representatives of the organization. This creates a climate of trust in which everyone feels safe, and they pay great attention to the fact that this atmosphere is not inadvertently damaged. I greatly appreciate that while HR's work is often assisted by general views of the organization, patterns that are recognized in the development process, confidential information relating to each participant is never shared. It is very easy for me to identify with their approach to thinking about development in a progressive way. As a result, the participants will be a community whose members receive a roadmap that, after the formal development process, has an impact on their managerial identity and human relationships.