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Practicing Organization Development (A guide for Consultants) - Part 19

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Practicing Organization Development (A guide for Consultants) - Part 19. Organization development (OD) is about planned change. As change has turned into the only constant, many managers and other people are pursuing change strategies with vigor. OD is a major strategy for leading and managing change at the individual, group, intergroup, organizational, interorganizational, and large systems levels. This book is about what it takes to be an effective change manager, change leader, and OD consultant | Sectional Analysis Pooled Items Analysis Final Competence Name Competence Name of items Competency of items of items in common Label Keep the Keep information 8 See the whole information flowing 7 picture flowing 5 Set the conditions Think for change 4 systemically 3 Monitor the Be a quick environment for study 2 opportunities 4 Monitor the Set the conditions environment 1 for positive change Relevance 1 Maintain a flexible focus 2 Focus on relevant 3 issues 5 Focus on relevance and flexibility Representative Items Quickly grasp the nature of the system Identify the boundary of systems to be changed Identify critical success factors for the intervention Further clarify real issues Link change effort into ongoing organizational processes Begin to lay out an evaluation model Know how data from different parts of the system impact each other Be aware of systems wanting to change Collaboratively design the change process Clarify boundaries for confidentiality Select a process that will facilitate openness Create a non-threatening atmosphere Develop mutually trusting relationships with others Solicit feedback from others about your impact on them Use information to reinforce positive change Distill recommendations from the data Pay attention to the timing of activities Recognize what is relevant Stay focused on the purpose of the consultancy Continuously assess the issues as they surface Table 5.4. Comparison of Competency Clusters Sectional Analysis Pooled Items Analysis Final Competence Name Competence Name ft of items Competency Representative Items ff of items ff of items in common Label Use evaluation to Data-driven 1 Use data to Use information to correct negative change adjust change 4 action 3 adjust for change Use information to take next steps Establish method to monitor change after the intervention Use information to reinforce positive change Gather data to identify initial first steps of transition Develop Set appropriate 5 Be available to Collaborate with