This book investigates how individuals can effectively influence workplace dynamics and organizational change without relying on the formal exercise of power or hierarchical authority. Edgar H. Schein, a prominent scholar in organizational psychology, utilizes his extensive experience in consulting to establish a framework for process consultation. He argues that the consultant's primary role is to help the client perceive, understand, and act upon process events that occur in their environment, rather than providing direct solutions to technical problems.

Experts and practitioners widely regard this work as a foundational text in the field of organizational development. Readers frequently note the clarity of the prose and the practical applicability of Schein's concepts for managers and consultants alike.