Consulting

Consulting at A New Horizon

Where Theory Meets Transformation

In order to appreciate the work of consultants, it is extremely important that you understand the background. According to Corn (2015),) some 60-70% of organizational change efforts fail. Yes! You read that correctly, some 60-70%  Most often failure can be attributed to the development of unexpected consequences, lack of support from key stakeholders, or an evolution of the needs that prompted the change takes place.(Corn, 2015).

💡 What Consulting Really Is

Consulting is the disciplined practice of helping individuals, teams, and organizations solve problems, improve performance, and achieve sustainable results; At its core, consulting is about insight in motion — identifying what needs to change, designing how to change it, and guiding clients through the process of making that change real (The Association of Management Consulting Firms, n.d.).

Unlike coaching, which focuses on personal development and self-directed growth, consulting is about diagnosis and design — assessing systems, clarifying strategy, and shaping the structures that allow people and organizations to thrive.

⚙️ A Self-Regulated Industry — and Why Philosophy Matters

The consulting profession, much like executive coaching, operates without a single global governing body.
There are no universal standards that define methodology, ethics, or approach.

That’s why a consultant’s personal philosophy and professional framework matter so deeply.
Without official oversight, credibility comes from integrity — from a transparent approach, consistent results, and a clear theoretical foundation.

At A New Horizon, our consulting philosophy is rooted in:

  • Organizational Development approach – understanding the human and structural sides of change.
  • Systems Thinking – seeing the whole picture, not just the parts.
  • Evidence-Based Practice – grounding every recommendation in research and data.
  • Ethical Partnership – prioritizing trust, confidentiality, and collaboration above all.

“In an unregulated field, principles become the compass.”

🧠 A Scholar-Practitioner Approach

As a Ph.D. student in Industrial/Organizational Psychology, James brings both academic rigor and practical insight to every consulting engagement.

Our work blends science with service — applying research-backed methods to help organizations adapt, align, and advance.

I specialize in:

  • Organizational Change & Development – helping companies evolve with purpose and structure.
  • Leadership Alignment – ensuring that values, vision, and behavior flow from the top down.
  • Culture Transformation – cultivating environments where people feel valued, motivated, and inspired to perform.
  • Process Improvement – integrating Six Sigma and continuous improvement methodologies for measurable results.

Theories provide the map, but people provide the movement.

🌍 Why Organizations Choose A New Horizon

Organizations don’t just need consultants — they need partners who understand both human behavior and business systems.

That’s where A New Horizon Consulting stands apart.
We merge the disciplines of psychology, leadership, and operational strategy to help clients navigate today’s most pressing challenges:

  • Leading through rapid technological change (4IR).
  • Building emotionally intelligent and adaptive leadership teams.
  • Managing resistance during transitions.
  • Balancing profitability with people-first culture.

Every engagement is custom-designed, collaborative, and data-informed.

🧩 Our Process

  1. Discovery & Diagnosis – understanding the organization’s culture, goals, and challenges.
  2. Assessment & Analysis – using validated tools and interviews to reveal key patterns and pain points.
  3. Strategy & Design – co-creating solutions that integrate both behavioral and business science.
  4. Implementation & Evaluation – supporting the rollout of initiatives and measuring impact over time.
  5. At A New Horizon, we use the Organization Development approach to support change which according to Corn (2015) is typically a long-term process that focuses on enhancing the quality of the relationships between employees. It is considered a bottom-up process, as it takes into account people, problems, external competition-related concerns, and other factors and involves as many individuals as possible who are most likely to be affected by the change, thereby increasing the likelihood of acceptance. And as OD practitioners, we use a variety of methods to support change, including the systems theory, Lewin’s change model, action research, and appreciative inquiry models(Corn, 2015).
  6. Because our approach emphasizes enhancing the quality of employee relationships, it is essential to have a consultant who is well-versed in the nuances of interpersonal relations. Our principal coach and consultant, James W. Falcon, understands that and is well-equipped to support organizations in that area, as he scored high in all categories of the Emotional Intelligence assessment, which translates into an STEN score of 9 across the board, meaning he operates with exceptional emotional intelligence capacity. This isn’t just a personal win — it’s a professional asset he uses to coach, consult, lead, and inspire others.

Consulting isn’t about handing over answers — it’s about creating sustainable systems of success.

🤝 Let’s Build Something That Lasts

Whether you’re a start-up seeking structure, a nonprofit navigating growth, or a corporation pursuing culture change, we’re ready to partner with you.

🔗 Schedule a Consultation
(Let’s explore what transformation can look like for your organization.)

📜 References: