Org Dev. Concepts and learning 2.0

Organisational Development

A page for gathering concepts and learning developments - Version 2.0 - 22.1.19

GROW model Coaching

Coaching and Mentoring

• A very useful publicly available tool from the Canada School of Public Service is available here:
• https://www.csps-efpc.gc.ca/tools/jobaids/pdfs/grown-model-eng.pdf

From https://www.strategypunk.com/ where you will also find loads of other great free resources

SWOT analysis

PESTLE analysis

Force Field Analysis

You can use the first stage of analysis to consider moving forward with the proposal or not.

Then, once you have listed and assigned a strength score for all forces for and against the change then consider how you can strengthen supporting forces or weaken opposing forces and adjust your result summary result accordingly

VUCA

VUCA stands for volatility, uncertainty, complexity, and ambiguity. It describes contexts and situations which are or seem to be in constant state of flux, change or development where it is hard or impossible to predict the outcome of change

• VUCA requires new, novel, innovative or radical solution-focused approaches to management, leadership, strategies and operating models.
• Some have suggested a way of responding to VUCA is by reframing it to develop: Vision (from Volatility), Understanding (from uncertainty),  Clarity (out of complexity) and Agility as a response to Ambiguity

DARE model of decision making

The roles & responsibilities in the DARE Decision-Making Model are

Deciders

Advisors

Recommenders

Execution Stakeholders

The DARE Model is typically used by Deciders, who are responsible for making final decisions.

Advisors provide expert opinions and recommendations.

Recommenders gather and analyze data.

Execution Stakeholders are responsible for implementing the decision and ensuring its successful outcome

This will work best where execution stakeholders agree with the decision. In small organisations one person may wear all the DARE hats.

Decisions are more easily implemented when all stakeholders feel they have been engaged and included within the decision making process. 

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The five stage, 5D model will help you plan a practical pathway for approaching change; Define, Discover, Dream, Design, Deliver. The Appreciative Inquiry model helps plan a practical pathway through what is never a totally straightforward process

File the link below for more on this:  

https://inspiringcommunities.org.nz/ic_resource/the-definition-discovery-dream-design-delivery-model

Examples of some powerful conversation starters 

How we behave impacts on others

The Betari Box describes the affect of our attitudes on our behaviours