OD Interventions Unit-3

The term “Intervention” refers to a set of sequenced, planned actions or events intended to help an organization to increase its effectiveness.

"Structured activities" mean such diverse procedures as experiential exercises, questionnaires, attitude surveys, interviews, relevant group discussions, and even lunchtime meetings between the change agent and a member of the client organization.

Criteria for Effective Interventions 1. The Extent to which it (the Intervention) fits the needs of the organization. 2. The degree to which it is based on causal knowledge of intended outcomes 3. The extent to which the OD intervention transfers change-management competence to organization members.

1. The Extent to which it (the Intervention) fits the needs of the organization. 2. The degree to which it is based on causal knowledge of intended outcomes 3. The extent to which the OD intervention transfers change-management competence to organization members.

Individual Level Interventions To improve skills, knowledge and capabilities of employees: [A] Coaching [B] Training and development

[A] Coaching – involves guided inquiry, active listening, reframing and other techniques to help individuals see new or different possibilities and to direct their efforts towards what matters most to them. It assists an executive to change and make him improve productivity and effective.

The Process of Coaching: 1. Establish the principles of relationship – establish goals of coaching & decide parameters such as resources, compensation and ethical considerations. 2. Conduct an Assessment by administering psychological tests or use 360 degree feedback process. 3. Debrief the results - feedback to enable client to take action

4. Develop an action plan – new actions by client and coach for goal achievement. 5. Implement the action plan through one-to-one meetings. It requires skills to confront, challenge and facilitate learning. 6. Assess the results – action of client are reviewed and evaluated. Based on this, action plan can be revised or process can be terminated.

[B] Training and development 1. Identify Training and development needs through performance appraisal. 2. Develop the objectives of the Training and development Programme 3. Design the Training and Development Programme – contents, methods, trainer

4. Deliver the training and development programme by organizing it at suitable date and place. 5. Evaluate the effectiveness of training and development programme

mENTORING

The Interpersonal Level Interventions: Process Consultation is to carry out helping in relationship for managers, employees in areas of communication, interpersonal relations, decision-making and task performance.

Principles of Process consultation: 1. be helpful, 2. be in touch with client’s beliefs, emotions, reactions, 3. to act as agent of change, 4. help client to solve own problem, 5. understand client’s motivation and perceptions, 6. timing is crucial when client is ready to receive suggestion, 7. when consultant in doubt, he shares the problem with client.

Basic Process Intervention – Johari Window – to make people more effective in their communication with others by increasing the individual’s awareness of how their behaviour affects others

Conflict can arise due to 1. personality, 2. task orientation, 3. goal interdependence, 4. perception among group members.

The Group Level Interventions are aimed at: a. Process Interventions – to sensitize the group to its own internal processes b. Content Interventions – help the group to determine what it works on c. Structure Interventions – examine methods used to accomplish tasks and deal with external issues.