Michele's Reflections on OD and Change
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You don’t know what you know until you know it. Last week I was invited into a meeting to bring employee involvement perspective on how they could “change the culture” by utilizing grass roots bottom up approach with manufacturing employees while not involving executive leadership. I found myself both taking a lot of notes and…
The following two questions “What will you evaluate? How will you evaluate it?” are answered for my case study with a series of questions and answers. What do we want to know? We want to know if the culture changed and are the desired behaviors aligned to create increased organizational alignment and increased individual engagement…
Below is the stakeholder assessment for my case study. Define the Change Event with outcomes A change effort that ideally includes multiple levels of leadership (managers) to better understand that by using intentional and ongoing communication flow down plan efforts they can create more alignment, impact and positive perception of the program through multiple…
Table 4.1 Checklist for starting up the evaluation planning What needs to be achieved through the OD intervention? Ideally multiple levels of leadership will better understand that by using intentional and ongoing communication plan efforts they can create more alignment, impact and positive perception of the program’s executive leadership team communications flow down through multiple…
Strategic Alignment Cheung-Judge, Mee-Yan, and Holbeche (2011) state, “The most critical step to build evaluation into the organization’s culture is to align the OD agenda to the organization’s strategic plan”; Jones (2018) also points out the importance of connecting unit level business goals and performance metrics based on overall organizational objectives. The Boeing Company is…
Using a model helps build in structure and align the elements of the OD process. Kirkpatrick’s Four Level Training Model is a popular model to identify and measure training efforts and can provide structure to my proposed case study change effort and process. The four levels of Kirkpatrick’s Training Model are: reaction, learning, behavior and…
Evaluating Change: Below is the business case for evaluating a change effort. The evaluation will focus upon one programs executive leadership team’s communication and flow down within production because the company is large and complex. Small and large changes in the production system transformation are concurrently in process and competing. Systematic changes do not happen…
Introduction The 747/767 Program will be my case study project. Due to company policy I am only able to share public noted statistical information; and to provide better context I have added my own comments. Expected Outcome Through the lens of Employee Involvement, where I currently work, I seek to understand how the flow down…
How do you feel about change in organizational settings? Why do you feel that way? Change is constant and necessary to remain both relevant and competitive in the workplace. Our lesson 1 overview contained multiple quotes. I included this one by Lewis Carroll in my course blog introduction, “If you don’t know where you are…
I’ve had a varied career and for the past 5 years have been working in aerospace in the Pacific NW in the capacity of leadership development coaching and employee involvement. In a loud and crazy factory setting I partner with individuals that include a diverse group from hourly on the floor to executive leadership. Although…