Practicing Organization Development (A guide for Consultants) - Part 58 pps

... he is an organizational psychologist who formerly led an internal consulting group at Hewlett-Packard Company and who has worked with a variety of Fortune 500, government, and non-profit organizations, the ... capacity to transform both the participating agent and the emerg- ing patterns of the whole. We call these change-driving connections “trans- forming exchanges” (E). For the OD practit...

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... addi- tion to the achievement of a pre-stated goal. Usually contrived—undertaking a desert expedition, for example—this type of learning method offers an engaging means for participants to demon- strate ... method for focusing specifically on his or her own behav- ior. Instruments also are used to obtain information that will serve as a basis for change and to assist in workforce plann...

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... companies: Post-Audit Scenario: Organization 1. Soon after the audit, the management held a number of meetings and a final action plan was formulated. Although 128 PRACTICING ORGANIZATION DEVELOPMENT, ... in your organization? • What do you think are the ways in which line managers can per- form more development roles? 3. Workshop. In some cases, large-scale workshops are substitute...

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... Competencies for practicing organization develop- ment. In The international registry of organization development professionals and organization development handbook. Chesterland, OH: Organization Development Institute. Sullivan, ... knowledge in an information-rich, fast-changing organizational environment. 33. Knowledge, skills, and social technologies for designing and...

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... marketing. There must be a pre-existing need for exam- ple, sales development or leadership improvement are always needed—or a need you can create such as satisfying employees before satisfying the customer. Since ... inter- views can last for an hour), follow these rules: • Provide the interviewer and/or segment producer with detailed back- ground about you, including pronunciation of y...

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... and other organizations (transorganizational interaction), individual development, interpersonal devel- opment, intra-team and inter-team development, or role development. These targets for evaluation ... Work Group With Supervisor With Job With Company Job Effectiveness General Performance Contact Frequency Leader Performance Quality of Meetings Number or Length of Meetings Group Perfor...

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... outcomes (for all involved parties) max- imized. This section looks at past and future methodologies that address these questions and inform and guide practice. 472 PRACTICING ORGANIZATION DEVELOPMENT, ... Sullivan, & McLean, 1995). The Organization Development Institute (ODI) and Organization Development Network (ODN) collaborated in the 1980s and published guide- lines...

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... practitioners effort- lessly flowing in an unfolding process with their clients. They are one piece with their well-integrated knowledge-skills-values-techniques-methods-experience- sense of self. ... work. There- fore, we must charge for this special unique instrument that cannot be replicated.” These two shifts became the foundation for the development of the active change model (ACM)...

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... stakeholders to identify areas for your professional development in OD and as a foundation for estab- lishing a professional developmental plan in OD. Practicing Organization Development, 2nd Ed. Copyright ... responsibility for follow-through 12345 56. Collaboratively design the change process 12345 660 APPENDIX I: A SELF-ASSESSMENT TOOL FOR OD COMPETENCIES Practicing Organ...

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... it should be changed from Practicing Organization Develop- ment: The Change Agent Series for Groups and Organizations” to the “Practic- ing Organization Change and Development Series.” While ... about organization change and development and that it will be of great assistance to change prac- titioners and organization leaders entrusted with growth, development, and per- forman...

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