OD Diagnosis and Interventions

The OD Model I Anticipating a need for change II Developing Consultant- Client Relationship III The Diagnostic Process IV Action Plans, Strategies And Techniques V Self-Renewal Mobilizing and Stabilizing VI Continuous Improvement Process

The Consulting Wheel Consulting Skills Profile Personal Skills Leadership Skills Project Management Skills Interpersonal Skills Problem Solving Skills Communication Skills

Managerial Consulting Diagnostic Model Basic Planning Personnel General Business Practices Market Research Finance Advertising and Promotions

Change Forces Success of Change Evaluation of Change Advocates of Change Degree of Change Time Frame Impact of Culture

The OD Process Consultant Values Efficiency - Morale Consultant Role Process - Expert Data Gathering Diagnosis The Performance Gap Structural Behavioral Technical Change Process Technique Desired State

OD Interventions Team Development – High Performing Teams Intergroup Development – Cooperation and Conflict Resolution Systemwide – High Performing Systems Organization Transformation – Strategy Interventions

LEADERSHIP Weisbord six-box model (1976 ) Purposes Structure Relationships 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 Needs And Values

Planning Intervention for Change Readiness for change Commitment Preparing required skills Allocating sufficient resources Changing old habits Managing the environment Power and Leadership Clear mission, goals and objectives Participative, decentralized and trust Information system Reward system

Managing Change Process Disengagement from past Communication Involvement Multiple leverage Feedback Stabilizing change