Post on 04-Jan-2016
transcript
OD Diagnosis and Interventions
The OD Model
IAnticipating a need
for change
IIDeveloping Consultant-
Client Relationship
IIIThe Diagnostic
Process
IV Action Plans, Strategies And
Techniques
VSelf-Renewal
Mobilizing andStabilizing
VIContinuous
Improvement Process
The Consulting Wheel
ConsultingSkillsProfile
PersonalSkills
LeadershipSkills
ProjectManagementSkills
InterpersonalSkills
ProblemSolvingSkills
CommunicationSkills
Managerial Consulting Diagnostic Model Basic Planning
PersonnelGeneral Business
Practices
Market Research Finance
Advertising andPromotions
Change Forces
Success of Change
Evaluation ofChange
Advocates of Change
Degree of Change
Time Frame
Impact of Culture
The OD Process Consultant Values
Efficiency - Morale
Consultant RoleProcess - Expert
Data Gathering
Diagnosis
ThePerformance
Gap
Structural
Behavioral
Technical
ChangeProcess
Technique
Desired State
OD Interventions
Team Development – High Performing TeamsIntergroup Development – Cooperation and
Conflict ResolutionSystemwide – High Performing SystemsOrganization Transformation – Strategy
Interventions
LEADERSHIP
Weisbord six-box model (1976)
Purposes
StructureRelationships
Helpful mechanisms
Rewards
Environment
Transformational Factors
External
Environment
Leadership
Individual and Organizational
Performance
Mission and Strategy
Organizational Culture
Transactional factors
Management Practices
Structure
Systems (Policies and Procedures)
Work Unit Climate
Motivation
Individual and Organizational
Performance
Task requirements And Individual Skills/abilities
Individual NeedsAnd Values
Planning Intervention for ChangeReadiness for change
CommitmentPreparing required skillsAllocating sufficient resourcesChanging old habitsManaging the environment
Power and LeadershipClear mission, goals and objectivesParticipative, decentralized and trustInformation systemReward system
Managing Change Process
Disengagement from pastCommunicationInvolvementMultiple leverageFeedbackStabilizing change