Abstract
The term “organizational culture” is defined as the personality of an organization. This article describes a model for diagnosing organizations that uses the concept of ego states, especially Orienting Parent, Nurturing Parent, and Child. Case examples show how this model can be used in the first contact phase of the consultation process to define learning needs and to establish initial intervention strategies. It is suggested that by using this model, unnecessary irritations in the client's system can be avoided and essential patterns in its culture can be recognized, thus leading to a more reliable and effective consulting process.