tailieunhanh - Practicing Organization Development (A guide for Consultants) - Part 70

Practicing Organization Development (A guide for Consultants) - Part 70. Organization development (OD) is about planned change. As change has turned into the only constant, many managers and other people are pursuing change strategies with vigor. OD is a major strategy for leading and managing change at the individual, group, intergroup, organizational, interorganizational, and large systems levels. This book is about what it takes to be an effective change manager, change leader, and OD consultant | APPENDIX I A SELF-ASSESSMENT TOOL FOR OD COMPETENCIES 661 57. Involve participants so they begin to own the process Need for Professional Development No Need Very Great Need 1 2 3 4 5 Competency Category Be Comfortable with Ambiguity An effective OD practitioner can . . . 58. Perform effectively in an atmosphere 1 2 3 4 5 of ambiguity 59. Perform effectively in the midst of chaos 1 2 3 4 5 Competency Category Manage the Separation An effective OD practitioner can . . . 60. Be sure customers and stakeholders are satisfied with the intervention s results 1 2 3 4 5 61. Leave the client satisfied 1 2 3 4 5 62. Plan for post-consultation contact 1 2 3 4 5 63. Recognize when separation is desirable 1 2 3 4 5 Competency Category See the Whole Picture An effective OD practitioner can . . . 64. Attend to the whole parts and 1 2 3 4 5 even the greater whole 65. Quickly grasp the nature of the system 1 2 3 4 5 66. Identify the boundary of systems to 1 2 3 4 5 be changed 67. Identify critical success factors for 1 2 3 4 5 the intervention 68. Further clarify real issues 1 2 3 4 5 69. Link the change effort into ongoing 1 2 3 4 5 processes of the enterprise 70. Begin to lay out an evaluation model 1 2 3 4 5 in the initial phases 71. Know how data from different parts 1 2 3 4 5 of the system impact each other 72. Be aware of systems wanting to change 1 2 3 4 5 Practicing Organization Development 2nd Ed. Copyright 2005 by John Wiley Sons Inc. Reproduced by permission of Pfeiffer an Imprint of Wiley. 662 APPENDIX I A SELF-ASSESSMENT TOOL FOR OD COMPETENCIES Need for Professional Development No Need Very Great Need Competency Category Set the Conditions for Positive Change An effective OD practitioner can . . . 73. Clarify boundaries for confidentiality 1 2 3 4 5 74. Select a process that will facilitate openness 1 2 3 4 5 75. Create a non-threatening environment 1 2 3 4 5 76. Develop mutually trusting relationships with others 1 2 3 4 5 77. Use information to .