Figure $5\mathrm{.}1$ lists many recommended competencies for organization development consultants. Look back at that table and underline

those where you feel that you have strong skills. Circle those where you think your skills are weaker. How might you make use of your

strong skills? How might you develop your weaker skills? Which of these competencies do you see as mandatory or absolutely

necessary? Which do you see as beneficial but not required for a practitioner?

Then after reading Case study $5,$ When a Team Breaks in Two, answer the following questions.

If you were the client, what would be important skills or competencies you would look for when selecting a consultant for this

case?