Organization Development - How to Diagnose Organizations

Tools and Methods to Diagnose an Organization to Gain a Comprehensive, Systemic Understanding for OD Interventions.

3.85 (162 reviews)
Udemy
platform
English
language
Management
category
920
students
7.5 hours
content
Oct 2019
last update
$34.99
regular price

What you will learn

How to diagnose an organisation in order to get a thorough understanding of the strengths and weaknesses to be able to develop OD interventions to improve overall organisational performance.

Utilize interviews, observations, questionnaires and unobtrusives measures in a structured manner.

Understand the importance of systemic assessments of different organizational dimensions, such as shared values, structures, strategy, systems, style, staff, and skills.

Description

Have you ever wondered what organizational development practitioners really do during the first weeks when diagnosing an organization? The books all say: Interviews, Observations, Questionnaires, and Unobtrusive Measures. But how can you really create a comprehensive and systemic understanding of an organization, and that all within a few weeks.

This course will provide you with Tools and Methods just as we also apply them when organization diagnosis.

You will be able to go out and do semi-structured interviews to gain understanding of the organizational values, the organizational structure, the vision and mission of the organization, or gain knowledge of the day-to-day problems managers and employees face.

I will also provide you with the knowledge and tools you need to do structured observations to know more about how supervisors spend their time, analyze the effectiveness of meetings, or also how effective employees organize their daily activities.

You will have the opportunity to learn and try out various types of surveys to gain understanding of the organizational culture, employee values, or leadership styles.

There are many more tools and methods you will get to know and be able to apply.


Providing structure to the course I used the McKinsey 7S Model, which leads to following design of the course:

Section 1 will provide you an overview of the course outline and objective, the McKinsey 7S framework, as well as the context by taking a quick look at Kurt Lewin's change model, and the action research model.

Section 2 shortly presents an overview of the fours main methods used during an organization diagnosis: interviews, observations, questionnaires, and unobtrusive measures.

Section 3 is all about Shared Values and will show you how you can take a culture walk, do interviews, use survey tools to gain an understanding of the underlying values.

Section 4 is looking at Structures and you will learn on how to analyze an organizations structure, the formal as well as the informal one.

Section 5 will look at Strategy, and you will get to know how to gain an understanding of the oganizations strategy and long term goals, as well as the alignment and the goal agreement within the organization.

Section 6 will provide you with the tools and methods to analyze and visualize Systems and processes, mainly by learning more about the brown paper methods or flow charts. Some real life examples will help you to develop a better understanding of these methods.

Section 7 is all about Style - leadership and management style, and how you can utilize interviews, observations and surveys to gain good understanding.

Section 8 provides you with tools and methods to diagnose all you need to know about Staff. Like surveys to understand values, interviews, observations to know labor and time utilization. Also learn to map human capital and evaluate the effectiveness of the talent management in place.

Section 9 is about Skills, and will provide you with the know-how in how to develop a skills matrix and further on gauge the skills with the training needs.

Section 10 is about Unobtrusive Measures and will provide you with some real life examples to support your next search for data.

Section 11 will provide you with knowledge about content and characteristics of the information you should present during this final Feedback meeting. And how you manage the energy in such a way that the organization gets ready for the change.

Content

Introduction

Introduction - Who I am - and where I am coming from . . .
Course Outline and Objectives
Framework for Diagnosis -McKinsey 7S Model
Activity: What would you like to know?
Course Context - Kurt Lewin's Change Model
Course Context - Action Research Model

Methods

Overview of Methods
Methods - Interviews
Methods - Observations
Methods - Questionnaires
Activity: How would you analyze?
Methods - Unobtrusive Measures

Shared Values

Introduction to the Section: Shared Values
Taking a Culture Walk - Part 1 of 2
Taking a Culture Walk - Part 2 of 2
Activity: Take a Culture Walk
Culture Interviews
Activity: Culture Interview
Utilizing Survey Instruments - the Competing Values Framework
Utilizing Survey Instruments - Example Using OCAI
Utilizing Survey Instruments - Reading Recommendations
Activity: Execute OCAI
Interpretations and Reflections
Thank You!

Structures

Introduction to the Section: Structures
Analysing Organization Charts
The Process Map
How about Strategy and Technology?
Activity: Analysing an Organization Chart
The Informal Organization
Which Information Can We Expect to Gain from Organizational Network Analysis?
Why Would We Want to Do an Organizational Network Analysis?
How Would We Do an Organizational Network Analysis?
Some Tools to Do an Organizational Network Analysis
Activity: Understanding Social Networks
Interpretations and Reflections
Thank You!

Strategy

Introduction to the Section: Strategy
Vision and Mission
Competitiveness and Environment
Analyzing Alignment
The Strategy Matrix
Activity: Creating a Strategy Matrix
Analyzing Goal Agreement Part 1 of 2
Analyzing Goal Agreement Part 2 of 2
Interpretations and Reflections
Thank You!

Systems

Introduction to the Section: Systems
Overview of Processes
The Process Map
Brown Paper Method Part 1 of 3
Brown Paper Method Part 2 of 3
Brown Paper Method Part 3 of 3
Brown Paper Method Example Part 1 of 2
Brown Paper Method Example Part 2 of 2
Flow Chart Example Part 1 of 2
Flow Chart Example Part 2 of 2
Floor Layouts
Results of System Analysis
Benefits of Visualization
Activity: Analyzing a Process
Interpretations and Reflections
Thank You!

Style

Introduction to the Section: Style
Before Going Into Detail . . .
Utilizing Interviews
Activity: Interviews with Managers
Observations Meeting Effectiveness
Activity: Observations Meeting Effectiveness
Observations Supervisors Part 1 of 2
Observations Supervisors Part 2 of 2
Activity: Observations Supervisors
Assessing Style Utilizing Leadership Surveys
Goleman: Six Leadership Styles
Activity: Assess Style Utilizing Leadership Surveys
Interpretations and Reflections
Thank You!

Staff

Introduction to the section: Staff
Utilizing Survey Instruments - Example Work Values Test
Activity: Take the Work Values Test
Doing Interviews Part - 1 of 2
Doing Interviews Part - 2 of 2
Activity: Interview Employees
Observations - Labor Utilization Part - 1 of 2
Observations - Labor Utilization Part - 2 of 2
Activity: Observations Labor Utilization
Observations - Effective Time Utilization
Activity: Observations Effective Time Utilization
Mapping Human Capital Part - 1 of 2
Mapping Human Capital Part - 2 of 2
Activity: Mapping Human Capital
Talent Management Effectiveness Part - 1 of 2
Talent Management Effectiveness Part - 2 of 2
Activity: Analyzing Talent Management Effectiveness
Interpretations and Reflections
Thank You!

Skills

Introduction to the section: Skills
Developing a Skills Matrix
Gauge Skills with Training Needs
Activity: Develop Your Skills Matrix
Interpretations and Reflections
Thank You!

Unobtrusive Measures

Introduction to the section: Unobtrusive Measures
Unobtrusive Measures
Example: Individual Performance
Example: Hours over Time in Retail
Example: Machine Performance
Example: Quality Issues Sample
Interpretations and Reflections
Thank You!

Feedback

Introduction to the section: Feedback
Content of the Feedback
Characteristics of the Feedback
Managing Energy
Interpretations and Reflections
Thank You!

Screenshots

Organization Development - How to Diagnose Organizations - Screenshot_01Organization Development - How to Diagnose Organizations - Screenshot_02Organization Development - How to Diagnose Organizations - Screenshot_03Organization Development - How to Diagnose Organizations - Screenshot_04

Reviews

Khin
June 22, 2023
Voice is unclear. Training is awesome course and I would like to say thanks Maria. Knowledgeable with very useful tools and methodology.
Herve
September 19, 2022
Very disappointing. There are lots of "fillers"(hum, you know, hesitations). Next, slides are read but not explained. Then, how to explain that you spend 32 minutes on the brown paper method (which is nothing else than a very basic tool used to draw a process), but only 3 minutes to analyze competitiveness and environment or 7 minutes to analyze goals' alignment within the organization. Finally, there is no deep research of the different items. I had to take every subjects of the course and go to Google to deepen them. Don't waste your money, go to Amazon and buy a book on the subject.
Jessica
April 22, 2022
I really enjoyed this course start to finish! The conversational tone made it easy to stay engaged. The real-world experiences/knowledge that was shared felt really valuable. So glad I took this course - definitely worth the time!
Arjeff
July 11, 2021
i just hope the microphone is a bit good - it sounds roomy. Also hope a closed caption is available so that other non-native english speakers can also follow
Roberto
January 5, 2021
I think the Prof provided a very good overview of each S in the framework. Great tools and tips to unpack each pillar. I would like to suggest two areas for possible improvement: 1. The course could be condensed to half the time. Some of the videos could be combined. At times I had to force myself to move on to the next video. 2. I would like to have seen more material on linking all the Ss into a holistic diagnosis. What are the typical categories of diagnoses and interplay between all the Ss? A case study would have been good to see.
Sabeela
July 20, 2020
the trainer is just not clear and involving- it was frustrating to hear her mumble - her voice and pitch , intonation is awful - its only the course material which helps - please include notes below
Poorva
June 10, 2020
The course was very informative and practical. Specially loved the activities and the visual diagrams used to present data. That has helped a lot to understand and grasp the information quickly.
Manasi
June 4, 2020
Yes, I am planning to move from Transactional HR to more strategic Human Resource and this course has given me information as to how can I proceed with it. Thank you!
Spyridon
May 15, 2020
The content was extremely insightful. Very good structure of the course and a lot of material we can use immediately! Helpful strategies to move forward with OD. On the other, the way of presentation was actually not that good. I know that it has to do with people and how comfortable they feel in front of a camera, but at times, it was difficult to follow along. The flow of the presentation was hindered by this. Nevertheless, I would definitely recommend this course to anybody who wants to learn more about OD and diagnosing organisations. Thank you.
Rajeev
January 10, 2020
A very critical task of highest sensitivity from the perspective of organizational dynamics was delivered very scientifically and in a structured manner. I wish you good luck for your future endeavors and I look forward for some more courses such as group dynamics and energy management within an organization.
Yuliya
December 24, 2019
I think this course is fantastic - very practical, hands-on and well-organized. The examples the instructor is sharing are helpful, but I would love to see even more varied examples to help drive the points. The interactive exercises are really helpful as well. All in all, a fantastic course with lots of useful, practical content. Thank you!
3ebuatbersama
December 18, 2019
It helps me a lot with understanding about diagnosing an organisation, with the techniques and the tools that really helps!
Elena
November 23, 2019
The course contains a wealth of practical instruments and spreadsheets to run organizational diagnostics. All the suggested tools are backed by real-life case studies. The course surpassed my expectations, I look forward to applying these methodologies and instruments!
Lars
November 15, 2019
Sehr guter Kurs. Bis jetzt der beste Kurs bei Udemy zum Thema OD. Fachlich exzellente Referentin. Inhaltlich sehr gute Struktur und sehr gute Nachvollziehbarkeit.
Olumide
October 21, 2019
I am a technician, and often surprised on how organizations behave. This course not just helped me gain a better understanding in organization theory and behavior, but actually provides the tools and methods to analyze organizations. Especially when involved in change processes, which as a technician I am often, it helps to have knowledge about the organization as a whole, and not just "a technical process". The course provides very good examples, tools which can be applied right away, and all in a very pragmatic manner. Watching the videos one can feel that the lecturer has vast experience in this field, and enjoys communicating it. Great course, I can only recommend it!

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2376218
udemy ID
5/20/2019
course created date
10/29/2019
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