1. Change and the trainer Organizational changes - The consequences of change for managers. The implications of change for trainers 2. Three development paths for trainers - Trainer. Training consultant. Learning consultant. Organization change consultant. Case illustration. Development paths for trainers 3. The personal challenge Letting go of performing. Letting go of a clearcut power position. Letting go of predictability 4. From training to consulting The training cycle v. the consulting cycle. Competences gained from experience of the training cycle. The nature of this development path. Creating equal partnerships with clients. Encouraging client involvement 5. The training consultant Crating opportunities. A training consultancy assignment 6. From training to learning The nature of this development path 7. The learning consultant A learning consultancy assignment 8. From individual change to organizational change. The nature of this development path. Comparison with organization development. Developing the capacity to work with organizational change. Clarity of purpose 9. The organization change consultant An organization change assignment 10. From training to consulting: the team dimension The divisive forces. Building a high-quality consulting team. A short illustrative case study 11. Consulting from a complexity perspective The OD legacy. The study of complex adaptive systems. The implications for the way development consultants think. Implications for the practice of development consultants. Some final reflections