Personal/individual intervention involves a series of actions and decisions taken to develop an organization by focusing on individual employees. At the manager level, managers provide training and counseling to employees to help them innovate and make decisions to help the organization grow. At the employee level, individuals work to develop themselves and the organization. To facilitate change, organizations provide training, counseling, and career development to help employees adapt, otherwise they may resist. Strategies for personal intervention include counseling to help employees understand situations and develop skills, training outside of work to gain new knowledge and skills, replacing key individuals who do not adapt to change, and selecting new employees who fit the organization's needs.

1. Personal/Individual intervention
Definition of individual intervention
As I already told you that what is intervention it is ( hastakshep) consisting of a
series of decisions or actions that are taken or performed in order to make the
organization grow or to develop the organization.
So specifically the personal intervention is one in which the individual persons
are putting their efforts skills and series of actions in order to develop the
organization.
 this personal intervention differs from level to level such as:
on managers level the manager will always try to put his skills and decisions on
his/ her employees(individually). He will individually contact each of the team
member and give him some kind of training, counseling so that the member will get
innovated and started trying to take decisions for the growth of organization.
On employee level at this level the individual employee will try to put his own
efforts to grow himself as well as to grow the organization.

2. Personal/Individual intervention
 To affect individual change, the organization should help the individual to adopt
to change through training, counseling and career development. If this part of
intervention is left out, there is likelihood of individual resisting the change.
The following strategies are involved in this personal intervention:-
Counseling and coaching
 This helps individuals understand the reality of situation and their own attitudes
and capability i.e. to deal with it. Through counseling, the individual undergoes
self diagnosis and is helped to make knowledgeable choices and develop a
program of personal relearning.
If these issues are not deal with, individual may go through considerable
personal pain as s/he resists , distorts reality and ultimately fails to adapt.
 Similarly, if the organization does not come to understand the individual's needs
and limits, it cannot modify change plans to accommodate him/her. Counseling
enhances employee involvement and commitment.

3. Personal/Individual intervention
Training and development
 Includes intensive learning experience outside of the immediate work
environment. They are aimed at helping the individual gain a better
understanding of him self and to acquire new knowledge, attitude and skills. The
training needs of individuals are identified during the counseling process.
 Training that transmits knowledge (cognitive learning) and training that helps
individual diagnose themselves and to develop new skills are both needed.
Replacement and termination
 The replacement of key individuals can help speed up change in groups and
organization overall effectiveness. The objective of training, counseling and
development is to clarify for individual what they must do to adopt and help
them do it. If these interventions fail to change the individual then replacement
and termination are considered.
Selection and recruitment
 The type of people employed by the organization, their needs and expectations
determine the kinds and amounts of satisfactions the organization must provide
to attract, keep and motivate them. Investing in the development of a
comprehensive and valid selection process is money well spent.