The entry phase of diagnosis is the initial stage of the Organisational Development (OD) process in which the organisation and the OD practitioner establish a working relationship and define the nature of the change effort. It lays the foundation for successful diagnosis and intervention by identifying organisational problems, clarifying expectations, and determining the scope of the consulting engagement. A well-managed entry phase builds trust, ensures cooperation, and increases the likelihood of achieving meaningful organisational change. The entry phase usually begins when an organisation recognizes the need for improvement due to issues such as declining productivity, employee dissatisfaction, communication gaps, leadership challenges, technological changes, or external environmental pressures. Senior management or other key stakeholders approach an internal or external OD consultant to seek assistance. The consultant's first responsibility is to understand the organisation's concerns without making premature judgments or suggesting immediate solutions. One of the major activities during this phase is establishing contact with key organisational members. The consultant interacts with top management, department heads, employee representatives, and other relevant stakeholders to gain an initial understanding of the organisation's structure, culture, objectives, and current challenges. These early interactions help the consultant identify the client's expectations and determine whether OD intervention is appropriate. Another important activity is clarifying the presenting problem. Often, the issue initially identified by management may only be a symptom of deeper organisational problems. For example, declining employee performance may actually result from poor leadership, ineffective communication, or inadequate reward systems. Therefore, the consultant