How do you become a competent, professional consultant who is able to effectively address concerns in a changing organization? What are the skills necessary to implement organizational change? In your role as an OD consultant, it is essential to improve your competencies to become more effective as an individual and as a member of a team. To assist with this process, you complete Journal Assignments in this course that require you to reflect on your experiences and personal and professional skills, as well as their potential impact on your future practice as an OD consultant. In this week’s Journal Assignment, you consider personal behaviors, attitudes, or characteristics that could be strengthened to help you become a more effective OD professional.
- Review your completed OD Skills Simulation 2.1 document.
- Reflect on the information you gained about your practitioner style from filling out each section.
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a Journal entry that includes a brief description of a personal behavior, attitude, or characteristic that you could change or strengthen in order to become a more effective OD professional. Reference the material you reviewed in the OD Skills Simulation 2.1 in your Journal entry.
How do you become a competent, professional consultant who is able to effectively address concerns in a changing organization? What are the skills necessary to implement organizational change? In your
Chapter 2 • Organization Renewal: The Challenge of Change 47 OD Skills Simulation 2.1 OD Practitioner Behavior Profile I Total time suggested: 60 to 75 minutes. A. Purpose In most organizations there is a lot of untapped human potential. In an excellent, renewing organization, this potential can be released, resulting in personal growth for the individual. Personal development and organization renewal involve changes in attitudes and behavior that are related to your self-concept, role, goals, and values. The behavior profile that you will generate in this simulation is intended to illustrate some growth dimensions for inter- personal competence and career planning. By recognizing your strengths and accomplishments, you may be encouraged to improve your self-image and interpersonal skills. Hopefully, an honest self-appraisal may aid you in becoming a more effective individual and team member. During this course, you will be afforded additional opportunities to obtain information about yourself and how you behave in organizational situations. This feedback may provide the impetus for you to change, but the ultimate responsibility for change is with you. Retain this survey; it will be used again near the end of this course in Chapter 16. B. Procedures Part A. Before Class Surveys Step 1. Before class, complete the Profile Survey, Profile Form, Class Performance Form, and Objectives Form. How you respond reflects how you view yourself, which, in turn, reveals something of your behavioral style. Based on the profile scale of 1 through 10, select the number to indicate the degree to which you feel each description is characteristic of you. Record your choice in the blank to the right. Save the survey results; you will need the completed survey again in OD Skills Simulation 16.1. Record your responses on the Profile Form and in the column labeled “Score.” Shade in the bar graph for Chapter 2 in the appropriate line, based on your score. Note that the 30 descriptions have been reordered to fit into 5 categories. Calculate and record on the Profile Form the averages for the five categories and an overall profile average. The profile provides information about your behavioral style and allows you to see where you stand in each category. It also lets you directly compare your score on different scales by looking at the difference in the bar graph. The profile may indicate items on which your score is less desirable than you would like. You may also find categories in which you have generally low ratings. These may suggest areas for improvement during this course and for assessing the kinds of changes you may wish to make in order to be- come a more effective OD practitioner or manager. Step 2. After completing the Profile Form, list some of the specific objectives and expectations you have for this class on the Class Performance Form and Objectives Form. These objectives should describe what you will be able to do and the time required. Refer to the Profile Form you have just completed and select some behaviors you would like to emphasize for change. Sample: to develop more self-confidence in doing class presentation by making three short presentations in class. Try referring to the Class Performance Form and the Objectives Form often and at least before coming to class for the remainder of the course. Do not hesitate to experiment with the new behaviors you would like to cultivate. You will be refer- ring to these objectives again later in the book. Be sure to keep all of these surveys and forms; you will need to refer to them in OD Skills Simulation 16.1. Part B. Refining Objectives with Practitioner Step 1. The Profile Form, Class Performance Form, and the Objectives Form can be used as feedback tools. You will be able to learn more about yourself by assessing the kinds of changes you may need to make in order to become more effective. Form into trios, with one person acting as the client, the second as practitioner, and the third as observer. Use your Profile Form, Class Performance Form, and the Objectives Form as the basis of your discussion. Refer to the end of this simulation for “Instructions for Developing Practitioner Roles and Skills.” The practitioner will help you develop a fuller understanding of how your styles play a part in your overall effectiveness and how you may build on your strengths during this course. The practitioner will review the client’s Profile Form, Class Performance Form, and the Objectives Form for the following: 1. How accurate are the profile assessments? 2. Are they a complete and challenging set of goals? 3. Are they realistic and feasible? 4. Are they specific and measurable? 5. Are they things the client can do and demonstrate by the end of the course? The observer can use the Observer Form to record his or her observations. At the end of each interview, the observer gives feedback to the practitioner using the Observer Form. Then rotate roles so that each person has a chance to play each of the three roles. Continue the simulation by switching roles until everyone has performed each role. Time suggested for Step 1: 15–20 minutes per session. Total time is 45 to 60 minutes. Step 2. Meet with the entire class and discuss the following questions: 1. How can we improve performance? 2. What practitioner role seemed to work best? 3. Did we view change as positive or negative? 4. Was the role of the practitioner helpful? How? What could be improved upon? 5. How effective was our team? Time suggested for Step 2: 15 minutes.