Orange Grove Consulting
Talent Management Decisions That Drive Impact.
Some clients come to us knowing what needs attention, and others aren’t sure where to start. Either way, we help you decide where to begin and deliver the work that fits, whether that is an organizational assessment, a leadership competency model, leadership or employee training, or talent strategy.
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 Over 30,000 Employees Impacted 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 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. We are a certified Women’s Business Enterprise (WBE) through the California Supplier Clearinghouse and the Massachusetts Supplier Diversity Office.
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.
Results from Organizations Like Yours
Organizational Assessment
Our client, an engineering firm with about 700 employees planning regional growth, had strong retention with a rewards program that many employees found unclear. Our organizational assessment, using an all-employee survey, interviews and HR data, found one group joining the program more than a year sooner than another after accounting for performance and leave, and within three months the firm published its criteria and made the process clearer.
Employee Training
About 600 employees at this national professional association with more than 1,300 employees, took part in a four-workshop program we delivered over three years to give everyone a shared baseline of communication, collaboration and respectful teamwork skills; the association reported positive feedback from participants and continued the program for multiple years.
Leadership Competency Creation
A four-month leadership competency assessment project gave this client, a healthcare organization with about 300 employees, a new framework of 10 competencies for developing and evaluating its leaders, validated through employee survey, focus groups, HR data, and 1:1 interviews with leaders.
Surveys and Leadership Training
For several years this public sector organization with 800 employees, has worked with us to hear from its employees and the people it serves to act on what they said: an employee survey that drew more than 500 responses, a survey of the people it serves with more than 4,000 responses, and a leadership training series for more than 100 leaders.
Assessment, Strategy and Manager Training
This state-funded nonprofit with roughly 500 employees, was dealing with high turnover, so we started with an organizational assessment to understand why and followed it with a compensation analysis, a revised compensation structure, and about six training sessions that gave its leaders the skills to give performance feedback.
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: What size organizations do you work with?
We typically work with organizations of 100 to 1,500 employees. Our clients span engineering, financial services, professional services, technology (including biotech and life sciences), government and government funded organizations, associations, healthcare, continuing care retirement communities, and residential and commercial real estate.
We have also worked with Fortune 500 companies, mid-sized manufacturers, holding companies, technology and software start-ups, and nonprofit organizations, and the principles behind our work apply across industries.
Q: How long does an engagement take?
Timelines depend on the solution. A single training workshop can usually be delivered within a few weeks of contracting, and a multi session training program usually runs 3 to 6 months. A Workforce Priorities Diagnostic, which includes an employee engagement survey, takes 6 to 8 weeks, an organizational assessment takes about 3 months, leadership competency work takes 12 to 16 weeks, and custom single focus assessments take 4 to 12 weeks.
Q: Are you a certified diverse supplier?
Yes. We are a certified Women’s Business Enterprise (WBE) through the California Supplier Clearinghouse and the Massachusetts Supplier Diversity Office.
Q: How is pricing structured?
Pricing is clear for each engagement. For training, it is based on the number of synchronous workshops or the number of asynchronous learners; for measurement and consulting engagements, it is 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: What training formats do you offer?
We offer virtual workshops, onsite sessions, and asynchronous learning through Cultivate by Orange Grove Consulting. Cultivate combines game-based scenarios, performance driven pathing, and an AI coach called Sidekick.
Q: Who leads Orange Grove Consulting?
Orange Grove Consulting has served clients since 2013 and is led by managing partners Kelly Watson, PhD, and Jodi Detjen, DBA, who developed the OGC frameworks and wrote two books, The Next Smart Step (2020) and The Orange Line (2013). Our work draws on research in talent management and leadership.
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: How will we know it worked?
We set clear, measurable goals at the start of every project and training program, and we track progress with measures such as pulse surveys, retention, and leadership reports.
See All Frequently Asked Questions
More on Our Approach
What People Say About Our Work
