If all agree that this method is the approach to use, who should facilitate the meetings?
I think as a capable organization development expert, I am confident that I possess the skills necessary to handle and facilitate the meetings. Some of my skills as an organization development expert which I am proud to reveal include:
1) Mental Stability: Mental stability is crucial especially in my pursuit of the correct decision as well as the management and development of the meetings and the processes accompanying it. It is important for me to remain updated with the latest developments within the meetings to be able to stay aware and knowledgeable in all issues.
2) Performance and Credibility: The establishment of the best outputs within the meetings comes as a result of a well-facilitated meeting. The strong performance of the outputs established in the meetings could also be linked to the effective strategic planning and human resource mobilization of the facilitator. Thus, my credibility as an organization development expert will increase as my performance in handling meetings becomes better.
3) Planning and Strategy Formation Capabilities: Planning and strategy formation nowadays has created the need for organization development experts like me to become aggressive especially in the area of handling meetings.
4) Decision-making abilities: Upon arriving at the correct decision or choice, I now will gains confidence in my ability to make critical decisions or choices especially when the success of the meeting is on the line. Thus, I will now search for even more challenges and opportunities where I could further enhance my decision-making abilities regarding current issues.
5) Holistic Mindset of Issues: Through the exposure to various puzzling issues within the meetings, I along the process am able to develop a holistic mindset regarding the issues surrounding me. I now become a keen observer of the truths and lies surrounding the issue being tackled, instead of relying on mere hearsays. The continuous pursuit of the truth behind the puzzling issues enables me to consistently practice and enhance a healthy and holistic mindset which makes it difficult for detractors to give influence. Because of this holistic approach, I am able to effectively select the right choice and continue to maximize this potential for future use.
Is statement A below a good way to generate the types of information that could create the behavioral endpoints for a questionnaire?
Researches have proved that staff meetings are able to generate more and better ideas. This is brought about by the combination of parallel idea generation and the utilization of focus group discussions and tools for the organization of ideas. Therefore, decision-making is done with a higher degree of consensus and a higher likelihood of implementation success. However, staff meetings should also be enhanced by information technologies in order to generate the appropriate types of information. Through this process, staff meetings would only take less than a fraction of time as expected. But more importantly, the employees walk away with the minutes of the meeting in hand, regardless of where they are.
Also, because the tools are web-based, the management can choose the proper setting for the staff meetings, whether to place the clients in a conference room, set up a distributed meeting or a mixture of both. The management can decide whether the meeting should be done in real-time or whether the clients can participate and contribute their ideas only when their schedule allows them to. Either way, the company and the staff members can be assured of getting the same focus and productivity while at the same time having a significantly greater flexibility in terms of scheduling.
Would there be significant advantages to creating meaningful and lasting change if we used managers or internal OD staff to facilitate the meetings?
Managers have the primary role to make specific identifications of all the possible sources of evaluation information which includes observable employee behaviors. This is because aside from the observations of the immediate supervisor, performance evaluation information can still come from a variety of other sources, including the employees, subordinates, and work products. They are very seldom trained to handle important meetings. However, internal OD staff may possibly do the facilitation of the meetings.
What organizational factors would make this a “bad” approach or one to avoid?
Organizational factors that would ensure the failure of meetings being handled by managers would include: (a) cultural differences between the employees, (b) change management process, (c) resistance of employees, and (d) other factors, such as: factors related to the environment, turnover management, financing methods, sizes of the organizations and experiences.
Meetings within organizations especially are being influenced by the interaction of two major factors. On the one hand, the organizational development factors: the educational philosophy brought about by the managers or the OD staff and its conversion into didactical ideas. On the other hand, organizational factors: the staff, infrastructure and policies related in this area. It is obvious that the person who will preside over the meeting must possess a sound vision of policies and the efficient use of the available resources in order to effectively perform his / her facilitating role in the meeting.
Nevertheless, the staff members need an interaction between both factors. This is because in order to respond to the new visions of learning, they will eventually transform into a model together with the various aspects of the environment. In return, they will have to continuously monitor their limitations and along the process introduce innovations.
Credit:ivythesis.typepad.com
0 comments:
Post a Comment