Diagnostic Procedures as a Basis for Organizational Consulting

Modern organizations face challenges like digitalization and skills shortages, leading to increased reliance on external consulting. Psychological diagnostics serves as a crucial pillar in this context. It offers data-based insights into organizational structures to guide targeted interventions and change processes. This paper investigates how psychological diagnostic tools are meaningfully embedded within organizational consulting. It aims to evaluate the benefits of specific procedures while addressing associated methodological and ethical challenges. The study utilizes a systematic literature review to analyze the current state of research. It applies the action research approach as a theoretical framework. The review examines quantitative, qualitative, and mixed method designs to determine their specific utility and application in consulting contexts. Analysis reveals that quantitative methods ensure efficiency and comparability, while qualitative approaches offer necessary contextual depth. A mixed-methods strategy often yields optimal results. Effective diagnostics improve intervention accuracy and employee participation. However, significant ethical challenges regarding data privacy and interpretation require careful management. These findings demonstrate that scientifically grounded diagnostics are essential for sustainable organizational development. Consultants must balance methodological rigor with ethical responsibility. Future practice should consider digital tools and factors influencing stakeholder acceptance to enhance consulting effectiveness.