{"id":569,"date":"2014-07-15T12:47:36","date_gmt":"2014-07-15T12:47:36","guid":{"rendered":"http:\/\/coaching-nlp.hu\/en\/?page_id=569"},"modified":"2015-01-14T12:47:36","modified_gmt":"2015-01-14T12:47:36","slug":"the_process","status":"publish","type":"page","link":"https:\/\/coaching-nlp.hu\/en\/the_process\/","title":{"rendered":"The Process"},"content":{"rendered":"[vc_row][vc_column enable_animation=”true” animation=”fade-in” delay=”500″ column_padding=”no-extra-padding” background_color_opacity=”1″][vc_column_text]The OD process begins when an organization recognizes that a problem exists which impacts the mission or health of the organization and change is desired. It can also begin when leadership has a vision of a better way and wants to improve the organization. An organization does not always have to be in trouble to implement organization development activities.<\/p>\n

Once the decision is made to change the situation, the next step is to assess the situation to fully understand it. This assessment can be conducted in many ways including documentation review, organizational sensing, focus groups, interviewing, or surveying. The assessment could be conducted by outside experts or by members of the organization.<\/p>\n

After the situation is assessed, defined, and understood, the next step is to plan an intervention. The type of change desired would determine the nature of the intervention. Interventions could include training and development, team interventions such as team building for management or employees or the establishment of change teams, structural interventions, or individual interventions.<\/p>\n

Once the intervention is planned, it is implemented.<\/p>\n

During and after the implementation of the intervention, relevant data is gathered. The data gathered would be determined by the change goals. For example, if the intervention were training and development for individual employees or for work groups, data to be gathered would measure changes in knowledge and competencies.<\/p>\n

This data is used to determine the effectiveness of the intervention. It is reported to the organization\u2019s decision-makers. The decision-makers determine if the intervention met its goals. If the intervention met its goals, the process can end, which is depicted by the raising of the development bar. If it did not, the decision is made whether to continue the cycle and to plan and carry out another intervention or to end it.[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column enable_animation=”true” animation=”none” column_padding=”no-extra-padding” background_color_opacity=”1″][image_with_animation image_url=”1245″ animation=”Flip In” img_link_target=”_self”][\/vc_column][\/vc_row][vc_row][vc_column enable_animation=”true” animation=”fade-in-from-right” delay=”200″ column_padding=”no-extra-padding” background_color_opacity=”1″][vc_column_text]OD might be used in any of the folloing situations:
\n\u25a0 To develop or enhance the organization\u2019s mission statement (statement of purpose) or vision statement for what it wants to be
\n\u25a0 To help align functional structures in an organization so they are working together for a common purpose
\n\u25a0 To create a strategic plan for how the organization is going to make decisions about its future and achieving that future
\n\u25a0 To manage conflict that exists among individuals, groups, functions, sites, and so on, when such conflicts disrupt the ability of the organization to function in a healthy way
\n\u25a0 To put in place processes that will help improve the ongoing operations of the organization on a continuous basis
\n\u25a0 To create a collaborative environment that helps the organization be more effective and efficient
\n\u25a0 To create reward systems that are compatible with the goals of the organization
\n\u25a0 To assist in the development of policies and procedures that will improve the ongoing operation of the organization
\n\u25a0 To assess the working environment, to identify strengths on which to build and areas in which change and improvement are needed
\n\u25a0 To provide help and support for employees, especially those in senior positions, who need an opportunity to be coached in how to do their jobs better
\n\u25a0 To assist in creating systems for providing feedback on individual performance and, on ccasion, conducting studies to give individuals feedback and coaching to help them in their individual development[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column width=”1\/2″ animation=”fade-in-from-right” column_padding=”no-extra-padding” background_color_opacity=”1″ enable_animation=”true”][vc_column_text]Some commonly-used OD strategies include:[\/vc_column_text][divider line_type=”No Line”][vc_column_text]FOR THE ORGANIZATION<\/strong>
\nVision, mission and values development
\nGoal setting
\nOrganizational restructure and redesign
\nCommitment to new programs
\nCommitment to new ways of managing
\nCommunication and teamwork skills<\/p>\n

BETWEEN EMPLOYEES<\/strong>
\nValues clarification
\nConflict resolution
\nNorm setting
\nRole clarification and negotiation
\nImproving communication abilities<\/p>\n

FOR INDIVIDUALS<\/strong>
\nJob redesign
\nTraining and management development
\nCareer development
\nIndividual observation and feedback
\nIndividual skill coaching
\nServing as a sounding board for decisions
\nTechnical skills training
\nAdministrative skills training
\nManagement\/supervision training
\nDecision making and problem solving
\nProject planning and implementation[\/vc_column_text][\/vc_column][vc_column width=”1\/2″][image_with_animation image_url=”978″ animation=”Fade In From Bottom” img_link_target=”_self” delay=”200″][image_with_animation image_url=”1025″ animation=”Fade In From Bottom” img_link_target=”_self” delay=”400″][image_with_animation image_url=”979″ animation=”Fade In From Bottom” img_link_target=”_self” delay=”600″][\/vc_column][\/vc_row][vc_row][vc_column width=”1\/1″][divider line_type=”No Line”][\/vc_column][\/vc_row][vc_row][vc_column width=”1\/1″]

\n\n\t\t\t\t\t

More Services<\/h2>
<\/i><\/a>\n\t\t\t\t\t\t<\/i><\/a>\n\t\t\t\t\t\t<\/i><\/a><\/div><\/div><\/div>\n\n\t\t\t\t\t