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Organisational diagnostic interviews are a core method used in organisational design, development, and change to understand how an organisation actually functions beyond formal structures and documented policies. The purpose of these interviews is to gather in-depth qualitative information about organisational processes, culture, leadership, communication patterns, decision-making, and employee perceptions. The process begins with careful planning, where the consultant or change agent clearly defines the objectives of the diagnosis. These objectives are derived from the organisational problem or change need, such as declining performance, employee dissatisfaction, restructuring, or cultural transformation. At this stage, it is important to identify the key dimensions to be explored, including strategy, structure, systems, people, leadership, and external environment. After defining objectives, the next step is selecting interview participants. A representative sample is essential to ensure balanced and reliable insights. Interviewees are usually chosen from different hierarchical levels, departments, and roles to capture diverse perspectives. This may include top management, middle managers, frontline employees, and sometimes external stakeholders such as __________ _______ ______ ________ _______ _______ _________ ____ __________.
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