Types of Individual Intervention, Detailed description on Interventions. Do LIke and Share :) PLease share your feedback ! Thank You :)

1. Individual Interventions Presented by:
Namrata Jadhav
MET Bandra

2. What is an OD Intervention?
 It is a set of sequenced, planned actions or events intended to
help an organization to increase its effectiveness.
 It attempts to change an organization or sub-unit toward a
different and more effective state.
 Interventions range from those designed to improve the
effectiveness of individuals through those designed to deal with
teams and groups, intergroup relations and the total
organization.
 Individual interventions may include education, training,
conditioning, exercises, stretching, and awareness.

3. Major OD Interventions Techniques
The techniques that OD practitioners use to bring
about change.
Intervention techniques focus on 4 categories:
Individual or interpersonal level.
Team or Group level.
Intergroup level.
Process.
Total organizational system level.
Global.

4. Examples of Individual Interventions
Laboratory Training Group
(T-Groups)
Leadership Development
Coaching Multi-rater (360-Degree)
Feedback
Mentoring Job Design
Self-Awareness Tools Job Descriptions
Training, Education and
Development
Conflict Management
Values Clarification and Value
Integration
Action Learning

5. Classification-Individual Interventions

6. Sensitivity Training
• Social sensitivity in one word is empathy. It is
ability of an individual to sense what others feel
and think from their own point of view.
• Behavioural flexibility is ability to behave
suitably in light of understanding.

7. Goals of Sensitivity Training
 Method of changing behaviour through unstructured
group interaction.
 Primary focus is on reducing interpersonal friction
 Focuses on individual behaviour within groups.
 Fuels emotional outburst.
 Team members become aware of work-place
dynamics.
 Sensitivity toward those who are disabled

8. Behaviour Modelling
 Learning by copying or mimicking behaviour.
 Powerful ways to learn what behaviours are acceptable
and what behaviours are objectionable.
MODELLING AS OD TOOL
 Resolve organizational issues
 Instil a vested sense of responsibility
 Simplify Project Management
 Measure & Track
 Respond rapidly

9. Transaction Analysis
• 3 Ego states
Parent
Child
Adult
• Types of Transaction
Reciprocal transaction
Crossed transaction
Duplex or Covert transaction

10. Johari Window Model
• Open
– Known to candidate as well as others
• Blind
– Known to others but not candidate
• Hidden
– Known to candidate but not others
• Unknown
– Neither the candidate knows about himself nor others

11. Stress management
• Effect of stress
• Stress defense mechanism
• Individual approach:
– Time management
– Physical exercise and relaxation
– Practicing good habits
– Other contributing factors

12. Stress management(contd.)
• Organization approach
– Introduce changes in work
– Improving organization communication
– Organization initiatives

13. Career Planning
• Need for career planning
• Career Planning Process

14. • Features of empowerment
• Need for Empowerment
• Job Satisfaction
• Job Involvement
• Organizational Commitment
Employee Empowerment
Attitudinal Change

15. Advantages of Individual Intervention
• Managing Employees
• Helps in Organisational Development
• Development of interpersonal skills
• Team Building
• Career Guidance

16. Disadvantages of Individual Intervention
• Impossible to reach every person
• More focus on psychological factors
• Time Consuming
• Difficulty in sustaining behaviour change
• Outcomes are not measureable

17. Factors That Impact The Success Of OD
Interventions
• Factors relating to Change Situation:
• Readiness for Change
• Capability to Change
• Capabilities of the Change Agent (OD Consultant)

18. Results from OD Interventions
• Feedback
• Awareness of changing Socio cultural Norms
• Increase Interaction and Communication
• Education
• Confrontation
• Participation
• Increased Accountability and Optimism

20. A successful OD intervention
• Communicate more openly
• Collaborate more effectively
• Take more responsibility
• Maintain a shared vision
• Solve problems more effectively

21. • Show more respect and support for others
• Interact with each other more effectively
• Be more inquisitive
• Be more open to experimentation and new
ways of doing things

22. Case Study
Self Renewal of a School System
Facilitators: Ravi J Matthai, Udai Pareek and T V Rao for
Sanawar and Udai Pareek

23. Self Renewal of a School System
• Lawrence School Sanawar, and Doon School,
Dehradun.
• The principal of a school found, that everything was
so smooth in his school he found it difficult to believe
everything was so excellent.
• Principal contacted Consultants.
• Visited the school and identified overdependence of
the Head Master as an issue.

24. Self Renewal of a School System
• Also the faculty were losing initiative as result of
their admiration for the head of the Institution.
• Decided to conduct self renewal laboratory for the
entire school, staff covering all the teachers.
• Self renewal alb lasted for five days.
• The school climate was measured and areas for
improvement identified.

25. Self Renewal of a School System
• Renewal included role negotiating exercises between
the school teachers, principal, Head of departments,
house masters etc.
• Resulted in identification of a number of areas of
improvement.
• Task forces were established to improve various
subsystems of the school like the teaching learning
process, tutorial system etc.

26. Self Renewal of a School System
• The task forces worked for over a year and brought
changes in systems.
• Top Management involved, Whole system involved,
Change was planned, Sequential process followed.
• Many interventions used: Task forces, self renewal
workshop, role negotiations, training, survey feedback
etc.
• Aimed at organizational effectiveness and resulted in
change.

27. Conclusion
• Inform in advance the nature of intervention and the
nature of involvement.
• OD efforts has to be connected to the other parts of
the organisation.
• Evaluation is the key success.
• Show employees how OD effort relates to the self
goals and organisation goals.

28. Thank
You