The first author was invited to give some lectures about leadership and team-building in a training camp, which was held by the former chairs and vice-chairs of department unions for the successors and their main partners. When he took part in the administration process with those college student leaders, he was shocked by the language and rituals they acted. Those artifacts revealed somewhat assumptions those were just not compatible with a learning team. Therefore, he tried to initiate a team-building process and also introduced a complex of different assumptions. By reviewing the action, the authors try to respond the works of Edgar Schein, which proposed a dual process of OD action, on the one hand is intervention and on the other hand, the organizational culture study in clinical perspective. They argued that he who did somewhat OD intervention, especially for those deep changes, ought to generate a rapport and collaborative inquiry, in which the consultation relationship of both sides would involve their reflection on cultures of their own and others'.
