An organization development intervention is a sequence of activities, actions, and events intended to help an organization improve its performance and effectiveness. Intervention design, or action planning, derives from careful diagnosis and is meant to resolve specific problems and to improve particular areas of organizational functioning identified in the diagnosis. OD interventions vary from standardized programs that have been developed and used in many organizations to relatively unique programs tailored to a specific organization or department. (Cummings & Worley, 2019, p. 143)
Interventions can address the process of change itself, as identified by situational factors. In such instances, contingencies related to the change situation need to be identified. Additionally, a second contingency is related to the target of change; that is, “specific features or parts of an organization” (Cummings & Worley, 2019, p. 156). 
Based on the OD contingencies related to the target of change (i.e., the types of issues and the levels of issues—organization, group, individual, or trans-organization), how can the OD practitioner best determine which intervention strategies should be recommended?

How might the cultural values and belief statements of a Christian liberal arts higher education institution influence the intervention strategies recommended by an OD consultant? (Provide a very specific response with inclusion of concepts, tools, steps, phases, frameworks and or other means – sourced or self-created – to practically put in place during OD consulting initiatives.)