Embedded Files
What's included:
What's included:
A performance aid outlying the first three steps of the organization development intervention process: 1) diagnosis, 2) feedback, and 3) intervention.
Diagnosis - analyzing data to find notable themes and trends.
Applications of OD in today's workplace.
The Intervention Process: Diagnosis, Feedback, & Intervention
The Intervention Process: Diagnosis, Feedback, & Intervention
I stated in Key Concepts that Entry was technically the first stage of the intervention process. However, for ease of understanding, I will touch on the stages of diagnosis, feedback, and intervention. Here is a quick rundown of each of the three stages. I've provided you with a performance aid to help with specifics:
Diagnosis is the stage where the practitioner attempts to understand behaviors and the current situation at hand. This includes: analyzing and interpreting data, and selecting the correct issues or themes.
Feedback is the stage where findings from the data are shared with the client. This includes structuring a feedback meeting, presenting collected data, and managing any potential client resistance.
Intervention is the stage where the practitioner and the client agree on acting upon a strategy proposed by the practitioner. This includes identifying a plan and solution implementation plan, avoiding intervention failure by choosing a correct intervention approach (individual, team, whole/multiple organization, or organizational culture intervention strategy), build and plan intervention, address roles, and address ethical concerns that may arise (Anderson, 2019).
Diagnosis: Analyzing and Interpreting Data
Diagnosis: Analyzing and Interpreting Data
An important aspect of being an OD practitioner and a large part of the intervention process is collecting, analyzing, and coming up with notable themes and trends. What you see on the left is an example of this. This document portrays anonymous interview data from Logan Elementary School interpreted two different ways. The principal of the school, Nancy Mestas, called for an OD practitioner to help develop better relationships between the school's faculty and staff. In addition, Nancy wants to build a consistent approach to teachers at different grade levels and foster a better relationship between the school and the community (Anderson, 2019, p. 203).
To ease the interpretation of the document, here is how the data is portrayed:
Paraphrased responses from anonymous participants are grouped according to their position at the school (e.g. "Teachers 1-3" represents those respondents who teach grades 1-3 in the school.)
A green response is regarded as a "positive response" and a red response is regarded as a "negative response".
Days of the week were added at the end of each response as a potential data variable.
The second data analysis was a different approach to sorting the data to see if any different trends or themes did arise.
Five categories were determined by common topics brought up in the anonymous interviews.
Feedback considered "positive" and "negative" was counted.
Through looking at the data in two different ways, we can see that different themes and trends arise.
Applications of OD in the Modern Workplace
Applications of OD in the Modern Workplace
Concepts I've discussed thus far have real-world implications in today's workplace. For some background knowledge, listen to this WorkLife with Adam Grant podcast episode about organization members being more active and employers' reactions to this. It should take about 40 minutes to listen to completely.
Once you've given it a listen, watch my video response to applying OD to real life modern workplaces.
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