A Self-Assessment Tool for OD Competencies
(21st Version)
Supported by Don Cole and created for the Organization Development
Institute
By
Christopher Worley, William J. Rothwell and Roland Sullivan
Información adicional puede ser solicitada
a : informes@theodinstitute.org
- Eric Gaynor Butterfield – RODP. Ver también la página web de The Organization
Development Institute International : www.theodinstitute.org
Directions: Use this assessment instrument
to identify the competencies that you wish to focus on to be
more effective as a change consultant. For each competency
or work activity area listed in the left column below, circle
an appropriate response code in the right column to indicate
how much need for professional development you feel you need
in this area. Use the following scale for the
right column: 1 = No need; 2 = Some need; 3
= Need; 4 = Much need; 5 = Very great need. When
you finish the rating, you might use as a discussion tool with
your immediate supervisor or other relevant stakeholders to
identify areas for your professional development and as a foundation
for establishing a professional developmental plan.
| Competency
|
How Much Need for Professional Development? |
| |
No Need
Very Great Need |
Competency
Category: Self Mastery
An
effective OD practitioner can...
1.
Be aware of how one’s biases influence interaction
2. Consult driven by their personal values
3.
Clarify personal boundaries
4.
Manage personal biases
5.
Manage personal defensiveness
6.
Recognize when personal feelings have been aroused
7.
Remain physically healthy while under stress
8.
Resolve ethical issues with integrity
9.
Avoid getting personal needs met at the expense of the
client impact on them
Competency Category: Ability to Measure Positive Change
An
effective OD practitioner can...
11.
Choose appropriate evaluation methods
12.
Determine level of evaluation
13.
Ensure evaluation method is valid
14.
Ensure evaluation method is reliable
15.
Ensure evaluation method is practical
Competency
Category: Clarify data needs
An
effective OD practitioner can...
16.
Determine an appropriate data collection process
17. Determine
the types of data needed
18. Determine
the amount of data needed
Competency
Category: Facilitating transition and adoption
An
effective OD practitioner can...
19.
Help manage impact to related systems
20.
Use information to create positive change
21.
Transfer change competencies to internal consultant
or client so learning is continuous
22.
Manage/increase change momentum
23. Mobilize
additional internal resources to support the ongoing change
process
24.
Determine the parts of the organization that warrant a
special focus of attention
25.
Ensure that learning will continue
Competency
Category: Integrate theory and practice
An
effective OD practitioner can...
26.
Present the theoretical foundations of change
27.
Articulate an initial change process to use
28.
Integrate research with theory and practice
29.
Communicate implications of systems theory
30.
Utilize a solid conceptual framework based on research
Competency
Category: Stay current in technology
An
effective OD practitioner can...
31.
Use the latest technology effectively
32.
Use the internet effectively
Competency
Category: Ability to work with large systems
An
effective OD practitioner can...
33.
Facilitate large group (70-2,000 people) interventions
34.
Apply the competencies of international OD effectively
35.
Function effectively as internal consultant
36.
Demonstrate ability to conduct transorganizational development
37.
Demonstrate ability to conduct community change and development
38.
Utilize a change model to guide whole system change or
transformation
Competency
Category: Participatively create a good implementation plan
An
effective OD practitioner can...
39.
Co-create an implementation plan that
is (1) concrete; (2) simple; (3) clear;
(4) measurable; (5) rewarded; and (6)
consisting of logically sequenced
activities
Competency
Category: Understand
research
methods
An
effective OD practitioner can...
40.
Utilize appropriate mix of methods to
ensure (1) efficiency; and (2)
objectivity; and (3) validity
41.
Utilize appropriate mix of data collection
1
2
3
4
5
technology
42.
Use statistical methods when appropriate
Competency
Category: Manage diversity
An
effective OD practitioner can...
43.
Facilitate a participative decision-making
1
2 3
4
5
process
44.
Be aware of the influences of cultural
dynamics on interactions with others
45.
Interpret cross-cultural influences in a
helpful manner
46.
Handle diversity and diverse situations
1
2 3
4
5
skillfully
Competency
Category: Clarify roles
An
effective OD practitioner can...
47.
Clarify the role of consultant
1
2
3 4
5
48.
Clarify the role of client
Competency
Category: Address power
An
effective OD practitioner can...
49.
Identify and engage formal power
50.
Identify and engage informal power
1
2
3
4
5
51.
Deal effectively with resistance
Competency
Category: Keep an open mind
An
effective OD practitioner can...
52.
Suspend judgment while gathering
data
53.
Suppress hurtful comments during
data gathering
Competency
Category: Helping clients own
the
change process
An
effective OD practitioner can...
54.
Reduce dependency upon
consultant
55.
Instill responsibility for
1
2
3
4
5
follow through
56.
Collaboratively design the
change process
57.
Involve participants so they begin
to own the process
Competency
Category: Be comfortable with
ambiguity
An
effective OD practitioner can...
58.
Perform effectively in an atmosphere
of ambiguity
59.
Perform effectively in the midst of
chaos
Competency
Category: Manage the
separation
An
effective OD practitioner can...
60.
Be sure customers and stakeholders
are satisfied with the intervention’s
results
61.
Leave the client satisfied
62.
Plan for post-consultation contact
63.
Recognize when separation is
desirable
Competency
Category: Seeing the whole
picture
An
effective OD practitioner can...
64.
Can attend to the whole, parts
and even the greater whole
65.
Quickly grasp the nature of the system
66.
Identify the boundary of systems to
be changed
67.
Identify critical success factors for the
intervention
68.
Further clarify real issues
69.
Link change effort into ongoing processes
of the enterprise
70.
Begin to lay out an evaluation model in
the initial phases
71.
Know how data from different parts of
the system impact each other
72.
Be aware of systems wanting to change
Competency
Category: Set the conditions for
positive
change
An
effective OD practitioner can...
73.
Clarify boundaries for confidentiality
74.
Select a process that will facilitate
openness
75.
Create a non-threatening environment
76.
Develop mutually trusting relationships
with others
77.
Use information to reinforce positive change
Competency
Category: Focus on relevance and
flexibility
An
effective OD practitioner can...
78.
Distill recommendations from the data
79.
Pay attention to the timing of activities
80.
Recognize what data are relevant
81.
Stay focused on the purpose of the
consultancy
82.
Continuously assess the issues as they
surface
Competency
Category: Use data to adjust for
change
An
effective OD practitioner can...
83.
Use information to create positive change
84.
Use intelligent information to take next
steps
85.
Establish method to monitor change
after the intervention
86.
Use information to reinforce positive
change
87.
Gather data to identify initial first steps
of transition
Competency
Category: Be available to multiple
stakeholders
An
effective OD practitioner can...
88.
Collaborate with internal/external OD
professionals
89.
Listen to others
90.
Interpersonally relate to others
91.
Use humor effectively
92.
Pay attention to the spontaneous and
informal
Competency
Category: Build realistic
relationships
An
effective OD practitioner can...
93.
Build realistic relationships
94.
Explicate ethical boundaries
95.
Build trusting relationships
96.
Relate credibly, demonstrating
business acumen and conversancy
Competency
Category: Interventions
An
effective OD practitioner can...
97.
Convey confidence in one’s
intervention philosophy
98.
Facilitate group processes
99.
Intervene into the system at the
right depth
100.
Creatively customize tools and
methods
Para mayor información
puede acercarse a
The Organization Development Institute International, Latinamerica
a través de : www.theodinstitute.org
y también por este medio : info@theodinstitute.org
