Hrmt411 - midterm exam
1.5 Steps of the OD Process: 1. Identify opportunities or problems.
2. Dig and diagnose.
3. Select solutions.
4. Implement change.
5. Evaluate and sustain change.
2.Definition of a change sponsor:
3.Identifying a change sponsor:
4.Four categories of stakeholders: Change
initiators Change partners
Change
recipients
Interested
onlookers
1/
6
, 5.Stakeholder Grid
6.Stakeholder assessment: A table that captures all stakeholders and
their inter- est in a change. Unaware, resistant, neutral, supportive,
leading
7.Outcome onion tool: On the outer circle of your onion, write in what
your main stakeholder group gets when the change lands. Now ask,
'And so what about that?' Keep on writing statements and asking, 'And
so what?' When you can't write another statement 'inside' the last,
you've got to the heart of the change.
Grant, Barb. Change Management that Sticks: A Practical, People-centred
Approach for High Buy-in, and Meaningful Results (Leading Change Book
1) (p. 82). Barb Grant. Kindle Edition.
8.Cause analysis- 5 why's technique: Keep asking "why" until you get to
the root issue.
9.Cause analysis- identifying root causes: •The process of identifying the
2/
6
1.5 Steps of the OD Process: 1. Identify opportunities or problems.
2. Dig and diagnose.
3. Select solutions.
4. Implement change.
5. Evaluate and sustain change.
2.Definition of a change sponsor:
3.Identifying a change sponsor:
4.Four categories of stakeholders: Change
initiators Change partners
Change
recipients
Interested
onlookers
1/
6
, 5.Stakeholder Grid
6.Stakeholder assessment: A table that captures all stakeholders and
their inter- est in a change. Unaware, resistant, neutral, supportive,
leading
7.Outcome onion tool: On the outer circle of your onion, write in what
your main stakeholder group gets when the change lands. Now ask,
'And so what about that?' Keep on writing statements and asking, 'And
so what?' When you can't write another statement 'inside' the last,
you've got to the heart of the change.
Grant, Barb. Change Management that Sticks: A Practical, People-centred
Approach for High Buy-in, and Meaningful Results (Leading Change Book
1) (p. 82). Barb Grant. Kindle Edition.
8.Cause analysis- 5 why's technique: Keep asking "why" until you get to
the root issue.
9.Cause analysis- identifying root causes: •The process of identifying the
2/
6
