Grounded significantly in the clinical paradigm of Sigmund Freud, this chapter discusses how the hidden dynamics at play in organizations and among those who work in them can be harnessed for individual and organizational growth—metaphorically, the practice, as consultants, of placing oneself at the “bedside” of organizational life. Here, the clinical paradigm is proffered as a valuable tool for teasing out/addressing the human dilemmas of leadership, and that, with the inclusion of systems theory, the adoption of a resultant psychodynamic-systemic clinical approach can help consultants explore patterns of belief and behavioral roles and come to understand why people are stuck—something that is key in helping a person to decide when change is desirable or necessary. The chapter ends with an overview of some of the conceptual frameworks that can be used to leverage meaningful change in an organization: short-term dynamic psychotherapy; developmental psychology; evolutionary psychology; neuroscience; existential psychology; motivational interviewing; paradoxical intervention, etc. Finally, it recommends that by taking this psychodynamic-systemic clinical approach, clients can acquire a holistic picture of their personal situation and become more insightful of interpersonal and group behavior. As a unique intervention, it can give team and organizational benefits beyond those of individual change.