OD Diagnosis and Interventions. The OD Model I Anticipating a need for change II Developing...
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![Page 1: OD Diagnosis and Interventions. The OD Model I Anticipating a need for change II Developing Consultant- Client Relationship III The Diagnostic Process.](https://reader035.fdocuments.in/reader035/viewer/2022062720/56649f0e5503460f94c2249b/html5/thumbnails/1.jpg)
OD Diagnosis and Interventions
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The OD Model
IAnticipating a need
for change
IIDeveloping Consultant-
Client Relationship
IIIThe Diagnostic
Process
IV Action Plans, Strategies And
Techniques
VSelf-Renewal
Mobilizing andStabilizing
VIContinuous
Improvement Process
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The Consulting Wheel
ConsultingSkillsProfile
PersonalSkills
LeadershipSkills
ProjectManagementSkills
InterpersonalSkills
ProblemSolvingSkills
CommunicationSkills
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Managerial Consulting Diagnostic Model Basic Planning
PersonnelGeneral Business
Practices
Market Research Finance
Advertising andPromotions
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Change Forces
Success of Change
Evaluation ofChange
Advocates of Change
Degree of Change
Time Frame
Impact of Culture
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The OD Process Consultant Values
Efficiency - Morale
Consultant RoleProcess - Expert
Data Gathering
Diagnosis
ThePerformance
Gap
Structural
Behavioral
Technical
ChangeProcess
Technique
Desired State
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OD Interventions
Team Development – High Performing TeamsIntergroup Development – Cooperation and
Conflict ResolutionSystemwide – High Performing SystemsOrganization Transformation – Strategy
Interventions
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LEADERSHIP
Weisbord six-box model (1976)
Purposes
StructureRelationships
Helpful mechanisms
Rewards
Environment
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Transformational Factors
External
Environment
Leadership
Individual and Organizational
Performance
Mission and Strategy
Organizational Culture
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Transactional factors
Management Practices
Structure
Systems (Policies and Procedures)
Work Unit Climate
Motivation
Individual and Organizational
Performance
Task requirements And Individual Skills/abilities
Individual NeedsAnd Values
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Planning Intervention for ChangeReadiness for change
CommitmentPreparing required skillsAllocating sufficient resourcesChanging old habitsManaging the environment
Power and LeadershipClear mission, goals and objectivesParticipative, decentralized and trustInformation systemReward system
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Managing Change Process
Disengagement from pastCommunicationInvolvementMultiple leverageFeedbackStabilizing change