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What's included:
What's included:
Sustaining change & evaluation in OD
Stages of transition
Individual intervention strategies for an OD practitioner to use
Sustaining Change & Evaluation in OD
Sustaining Change & Evaluation in OD
OD practitioners are not done until they have effectively evaluated and sustained the change within the organization.
Take a look at a performance aid I created that summarizes the process and mechanisms for evaluating the intervention and making sure the positive changes made have stuck.
Stages of Transition
Stages of Transition
Anderson (2019) identifies a wide-array of intervention strategies, but before that, it's important to point out that change on a personal level is a cause-and-effect type of process to undergo. This process is identified as such:
Endings - recognizing and freeing past practices.
Neutral Zone - when old and new ways of doing things aren't fully established; a bit of a discomfort is present here.
New Beginnings - starting and stopping points that an individual faces as new changes are being adopted (p. 228).
Individual Interventions
Individual Interventions
There are a plethora of strategies utilized by OD practitioners to help the individual member of an organization develop and grow. These can include (but are certainly not limited to) the following:
The Myers-Briggs Type Indicator
Coaching
Mentoring
360 Feedback
Career Planning & Development (Anderson, 2019)
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