Month: February 2024

Blog 2 – Lessons learned from ARM

As we have learned through this program, the Action Research Model, a leading model for OD interventions, teaches the importance of active stakeholder engagement to ensure a comprehensive understanding of organizational challenges.

Some of the lessons I have learned through practice within my workplace and through assignments during the program:

• Adaptability is paramount, emphasizing the need for flexible strategies based on continuous assessment.
• Establishing a culture of open communication encourages feedback and promotes transparency.
• ARM’s iterative nature fosters ongoing organizational learning and improvement.
• This approach encourages a proactive and collaborative mindset, aligning interventions with the evolving needs of the organization for sustained effectiveness and allowing for real-time adjustments based on feedback and outcomes.
• ARM encourages a participatory approach, where employees are actively involved in decision-making and problem-solving.
• This model creates a supportive environment for experimentation and learning is crucial, fostering a culture that values innovation and continuous improvement.
• ARM’s comprehensive nature also embraces the importance of aligning interventions with organizational goals, ensuring that changes contribute directly to overall strategic objectives.

What did Betty do wrong prior to the meeting, and what could be done to avoid missing the deadline?

Before her vacation and the meeting, Betty missed an opportunity to discuss the report’s progress with Don. Regular check-ins could have allowed her to offer advice or assistance in reviewing the reports, potentially avoiding a deadline overrun. Consistent updates throughout the six weeks could have preemptively addressed issues, enabling both Betty and Don to collaboratively find solutions and prevent complications.

What did Betty do wrong in the meeting itself, and what could been done to make the meeting more effective?

Betty faced challenges in the meeting, displaying a lack of composure and professionalism as she resorted to yelling and nitpicking Don’s performance without sufficient observations or accurate information. Her failure to check in on Don during the six weeks prevented an understanding of his efforts. A more composed approach and offering constructive advice could have fostered a collaborative environment for future improvements. Betty’s communication style should shift towards ongoing dialogue, promoting cooperation and ensuring success in meeting deadlines.

What should Don have done to be more effective?

Don missed an opportunity by not seeking help or guidance from Betty when he initially encountered report issues. Requesting advice on managing the task and enlisting support for report reviews could have saved time. Don should overcome hesitancy to ask for assistance, specifically seeking Betty’s input on preferred procedures to enhance report management. Additionally, he should not deflect blame but proactively communicate issues, ensuring a more efficient process and preventing delays caused by lack of communication among team members.