MODIFIED QUIZ

BETA (B) CHANGE - GAMMA (Y) CHANGE

A beta (B) change is a complete reframing, redefinition and

re-conceptualization of the key domains thata ffect the team or organization. This type of change

result involves a shift from one state to another.

XAVIUS

The dilemma OD practitioners face is that they know that

the current reality in change is firmly rooted in a complex, turbulent, emerging and sometimes

chaotic context.

XAVIUS

We need to be sensible not to exceed the weird factor within

organizations to avoid rejection, especially before you have built up sufficient street credibility.

STORYTELLING - GRAFFITI

Storytelling is placing whiteboard at the entrance to the building where people can add their comments and pictures about the way they see relevant topics or how they feel about the organization.

XAVIUS

Our job as OD practitioners is to watch the ripples that the roc has created as well as where the rock ends up. The ripples may offer some unexpected data that may require early adjustment of the contract.

XAVIUS

A team leader for each data collection and analysis team to oversee the process and serve as a link to the back-room team.

ACTION PLANNING PHASE - DATA FEEDBACK PHASE

Your job during the action planning phase is to energize the clients so that they want to move to the next stage of the change.

OB CUBE - CONSULCUBE

The OB Cube is the most comprehensive typology of

intervention, which is also a three-dimensional cube with 100 cells

PEOPLE DEVELOPMENT - SYSTEM DEVELOPMENT

At the end of the change journey, simultaneous personal and

people development will guarantee that the change will be sustainable. In other words, change

needs to be synonymous with development.

BOTTOM TEAM - TOP TEAM

Finally, if you feel you can push your luck further, ask them

who you and change team may get together to test some ideas, especially ideas that the bottom team has already agreed.

EXISTING DOCUMENTS - CULTURE MAPPING

Existing Documents of the energy, flow the system, especially when facing major challenges.

XAVIUS

Organizations that always run their change from the centre have seen that a centrally led change approach fails to equip their people to be opportunists on the lookout for the continuous emergent patterns from simple actions that ar taken at local levels

AN EVENT - NOT AN EVENT

Change is an event and series of interventions, both planned and emergent, directed at specific levels of the system

CUMMINGS AND WORLEY - ROTHWELL

According to Cummings and Worley, an intervention is a

change effort or a change process. It implies an intentional entry into an ongoing system for the

purpose of initiating or introducing change.

XAVIUS

Organizational Development efforts always begin with the understanding of the unique nature and circumstances of the client system on its terms and in its context.

TRADITIONAL METHODOLOGY - COMPLEXITY METHODOLOGY

Stay safe by working OD principles covertly into the change methodology and use OD and traditional methodology overtly to help clients learn how to do change differently

INITIAL MEETING - CONTRACTING MEETING

It is important during the initial meeting that you repeat what you heard as their non-negotiable parameters and check whether you have got those right.

DISRUPTION LEADERSHIP - DISTRIBUTED LEADERSHIP

Leaders who are wise and thoughtful know in their hearts that the current deeply held cultural assumptions and established behavior patterns are impeding the growth of the disruption leadership’ necessary in complex change, which requires those who do not have power in the hierarchy to be able to act, spread, disrupt, push and create alternative patterns, which are fitter to stay agile.

SOFT DATA - ENERGY DATA

The soft data is the people’s current feelings, energy and enthusiasm about the proposed change agenda

XAVIUS

We need to stay on the upside of exposing and educating clients to the OD and complexity lens and start to challenge the clients to change the way they do change.