Human intervention

interventions focus on people within organizations and the

processes through which they accomplish organizational goals. These processes include

communication, problem solving group decision making, and leadership. This type of

intervention is deeply rooted in the lustory of OD and represents the earliest change programs

characterizing OD

Coaching is a training or development process via which an individual is supported

while achieving a specific personal or professional competence result or goal. The

individual receiving coaching may be referred to as coachee Occasionally the term

coaching may be applied to an informal relationship between two individuals where

one has greater experience and expertise than the other and offers advice and

guidance as the other goes through a learning process, but coachung differs from

mentoring by focusing upon competence specifics, as opposed to general overall

development . The structures, models and methodologies of coaching are numerous,

and may be designed to facilitate thinking or learning new behavior for personal

growth or professional advancement There are also forms of coaching that help the

coachee improve a physical skill, like in a sport or performing art form. Some coaches

use a style in which they ask questions and offer opportunities that will challenge the

coachee to find answers from within him herself This facilitates the learner to discover

answers and new ways of being based on their values, preferences and unique

perspective

When coaching is aimed at facilitating psychological or emotional growth it should be

differentiated from therapeutic and counseling disciplines, since clients of coaching, in

most cases, are considered healthy (ie not sick). The purpose of the coaching is to help

them move forward in whatever way they want to move, not to cure' them. In

addition the therapist or counsellor may work from a position of authoritative doubt,

but cannot claim the position of ignorance so vital for coaching, because of the

assessment knowledge that underpins their work

Process consultation : This intervention focuses on interpersonal relations and social

dynamics occurring in work groups. Typically, a process consultant helps group

members diagnose group functioning and devise appropriate solutions to process

problems, such as dysfunctional conflict, poor communication, and ineffective norms.

The aim is to help members gain the skills and understanding necessary to identify

and solve problems themselves

Third-party intervention: This change method is a form of process consultation aimed

at dysfunctional in organizations Interpersonal conflict may derive from substantive

issues, such as disputes over work methods or from interpersonal issues, such as

miscommunication. The third-party intervener helps people resolve conflicts through

such methods as problem solving, bargaining, and conciliation

Team Building,

Organization Confronting meeting

Intergroup relations Intervention

Large group intervention

Involvement

Social Technical System Approach

STRATEGIC INTERVENTIONS

Strategic Interventions, is a strategic, results-oriented, management consulting method Strategic

Interventions competes based on its ability to produce extraordinary "bottom line" results We

achieve those results for our clients by "re-imagining" their business (not their business processes)

to reconfigure assets, construct"road maps" for implementation and execute those plans to build

sustainable competitive advantage in their marketplace Strategic Interventions, Inc is a "beginning to

end organization that believes our work as complete when the identified returns are realized

Strategic Intervention (also known as SI) is dedicated to extracting the most practical and effective

forms of strategic action and communication from a variety of disciplines. Human Needs Psychology.

Ericksonian therapy, Strategic Family Therapy. Organisational Psychology.Strategic Intervention is a

method (commonly demonstrated by Tony Robbins) for assisting people to find empowering

meanings for their life circumstances, discover why they do what they do and how they meet their

needs in positive and negative ways, the understanding of which helps to promote sustainable

change. It involves the use of MANY disciplines and provides us as coaches with Highly EFFECTIVE

FLEXIBLE and QUICK ACTING LONG-TERM strategies to deal with a wide range of issues
Competitive Strategies : Any successful approach to achieving top-line growth must take into

account what your competitors are, and are not, doing, and balance those insights with a

detailed understanding of where promising market opportunities are to be found. Ignoring

either of these activities puts top-line growth at risk. Companies must therefore invest

heavily not only to keep pace with competitors, but also to render them irrelevant whenever

possible, while simultaneously anticipating and preparing for the next threat or opportunity

COLLABORATIVE STRATEGY : It's when multiple people make incremental contributions to a

project. "Collaborative Strategy is the synergy between the strategy of a Business and the

Strategy of its Partners to realize the objectives through collaboration. "This concept is being

developed as the new way to grow a Business ompanies collaborate with their partners,

vendors, customers etc, to build synergy at strategic level to grow their business Classic

example of Collaborative Strategy is the business models of Procter & Gamble to collaborate

with numerous researchers across the globe

Strategic Interventions in Organizational Change

Organizational Transformation

Organizational transformation involves a fundamental shift in an organization's structure, culture, or

strategy to adapt to a changing environment. It often includes restructuring, process reengineering,
or adopting new technologies. This type of intervention requires a comprehensive approach,
involving top-level commitment, clear communication, and employee engagement.

Culture Change

Culture change involves modifying the shared beliefs, values, and behaviors within an organization.
It is often necessary when an organization needs to adapt to new market conditions, merge with
another company, or improve employee morale. Effective culture change initiatives often involve
top-down leadership, employee involvement, and the creation of a supportive environment.

Self-Designing Organizations

Self-designing organizations empower employees to take ownership of their work and contribute to
decision-making processes. This approach can foster innovation, improve employee engagement,
and increase organizational agility. It often involves creating self-managed teams, decentralizing
authority, and providing employees with the resources and training they need to succeed.

Learning and Knowledge Management

Learning and knowledge management interventions focus on improving an organization's ability to

acquire, share, and apply knowledge. This can involve implementing knowledge management
systems, providing training and development opportunities, and fostering a culture of continuous
learning. Effective learning and knowledge management can help organizations improve decision-
making, innovation, and employee performance.
Human Resource Performance Management

Human Resource Performance Management (HRPM) is a systematic process used to assess and
improve employee performance. It involves setting clear expectations, providing regular feedback,
and evaluating employee contributions to organizational goals. Effective HRPM helps to identify
high-performing employees, address performance issues, and foster a culture of continuous
improvement.

Goal Setting

Goal setting is a critical component of HRPM. It involves establishing specific, measurable,

achievable, relevant, and time-bound (SMART) objectives for employees. These goals align with the
organization's overall strategy and provide a clear direction for employee performance.

Performance Coaching

Performance coaching is a process of providing guidance and support to employees to help them
improve their performance and achieve their goals. Coaches can offer feedback, advice, and
resources to help employees develop new skills, overcome challenges, and reach their full potential.

Appraising and Rewarding

Appraisal is the process of evaluating employee performance against predetermined goals and
standards. It involves collecting data, analyzing performance, and providing feedback to employees.
Rewards are used to recognize and incentivize high performance. Effective reward systems can
motivate employees, improve job satisfaction, and attract and retain top talent.

Career Planning

Career planning is a process that helps employees identify their career goals and develop a plan to
achieve them. It involves assessing individual strengths, weaknesses, and interests, and providing
guidance on education, training, and development opportunities.

Workforce Diversity Intervention

Workforce diversity interventions are initiatives aimed at creating a more inclusive and equitable
workplace. These interventions may include diversity training, mentoring programs, and policies that
promote equal opportunity.

Wellness and Work-Life Balance

Wellness and work-life balance programs focus on promoting employee health and well-being.
These programs may include stress management workshops, health screenings, and flexible work
arrangements. By supporting employee health and well-being, organizations can improve
productivity, reduce absenteeism, and enhance employee satisfaction.