Diagnosing in Organization Change and OD - 3 Level Systems Context

A discussion of 3 levels of Diagnosing organizational issues with a systems thinking perspective. We look at the Organization, Group/Team and Individual elements of system diagnosis.
Thanks to Thomas Cummings' and Chris Worley's diagram from the 10th Edition of their Book, Organization Development and Change.

[@doubledragon1978]

This is an amazing vid. Thank you so much for taking the time to put it together and for sharing it on you tube. I have had so many ideas for my own service in the short time have been watching this. Ideas how to go about diagnosing and potential support measures. The wellbeing aspect was of particular interest to me. Cheers

[@ritchey87]

This helped out greatly with my case study to really help understand each part of the model. Thank you.

[@CoachRonV]

Thank you for your comment David. Much appreciated! Please let me know if there is something that you would like to see in a new video tutorial. I am happy to do them because it supports the work I do elsewhere. Ron

[@shaktir4234]

Thank you, this Levels of Diagnosis based on Nadler and Tushman Model really is useful. Keep making more useful content

[@IsJdog911]

This is a very detailed and simple 2 follow explanation thank you so much 🙏

[@CoachRonV]

Glad you liked the video and thank you for your comments!

[@mrinalkrant2523]

🎯 Key Takeaways for quick navigation:
00:01 🌐 *Organizational Level Overview*
- Understanding organizations from a systems perspective.
- Three main structural elements: General Environment, Task Environment, Enacted Environment.
- Integration of strategy and its role in incorporating environmental elements.
10:44 🏛️ *Organization Change Components*
- Five main components of organization change: Structure, Technology, Management Processes, Human Resources Systems, Culture.
- Importance of understanding informal power structures in organizational charts.
- The role of culture and its elements in understanding organizational dynamics.
16:20 🤝 *Group or Team Level*
- Inputs at the group/team level: Organization design, Organizational culture.
- Design components: Task Structure, Goal Clarity, Group Composition, Group Norms, Overall Team Functioning.
- Output: Team Effectiveness defined by the pairing of performance and quality of work life.
18:16 👤 *Individual Level Diagnosis*
- Outputs at the individual level: Individual Effectiveness.
- Design components: Task Identity, Task Significance, Feedback about Results, Autonomy, Skill Variety.
- Understanding the connection between personal development and job satisfaction.
24:49 🔄 *Summary of Individual Level Factors*
- Factors influencing individual effectiveness: Task Identity, Task Significance, Feedback about Results, Autonomy, Skill Variety.
- The importance of ongoing dialogue in providing feedback.
- Recognizing the diversity in preferences for autonomy and skill variety among individuals.
25:31 🛠️ *Individual Level Diagnostic Model*
- Essence of the individual level diagnostic model.
- Autonomy, independence, and skill variety are key factors.
- Aligning the opportunity to use skills with individual preferences.
26:00 🔄 *Recap of Three Levels of Diagnosis*
- Three levels of diagnosis: Organizational, Group or Team, Individual.
- Identifying the outputs and determining where improvements are needed.
- Organization, team, and individual effectiveness defined for each level.
27:12 🧭 *Probing Design Elements*
- Starting point: Individual, team, or organizational effectiveness.
- Working backward to examine design components.
- Qualitative and quantitative research methods for gathering information.
28:20 🔍 *Understanding Root Cause*
- Emphasis on understanding the root cause of a problem.
- Design components as tools for identifying underlying issues.
- Illustration of diagnosing absenteeism as an example.
29:02 🔄 *Evolution of Diagnosing in Change*
- Shift from traditional diagnosis to collaborative processes.
- Introduction of dialogic organization development.
- Understanding organizational needs and improvement opportunities through dialogue.
Made with HARPA AI

[@CoachRonV]

Quite the breakdown of the key ideas in the video! Well done!

[@mrinalkrant2523]

Thanks Coach. I used Harpa AI extension on Chrome and it dies it automatically when you use the chatbot. Powered by ChatGPT 3.5.
It took me no effort... 😄

[@mrinalkrant2523]

Read does for dies. 🙏🏻

[@MaestroUrquieta]

It is very clear to me, I think we can look at each leven and find certain elemnts that all employees in the organization should fix, taking responsibility in order to improve their performance and well being. Thanks, Ron.

[@CoachRonV]

Thank you Maestro! I appreciate your comments! Ron

[@graciousninja]

Thank you, great explanation and simplification of a big concept.

[@CoachRonV]

Thank YOU for your kind words. Much appreciated Lisi! Tell your friends! 😀 Please also let me know if there is a video topic you would like to see. Be well!

[@franzine9320]

Clear, direct and informative . Thank you

[@CoachRonV]

Thank you for your kind comments Franzine! Ron

[@aidendarvish7076]

Thank you so much! This video was amazing! I had difficulty understanding my course book chapter ,however, this video clarified everything for me.

[@CoachRonV]

Thank you for your kind words of appreciation Aiden! This started to help my Org Change students understand important ideas that are used in the real world. What course are you studying and what is the name of the book? (curious because there are few good Org Change books out there for Universities and Colleges).

[@aidendarvish7076]

@@CoachRonV So I am taking an organizational behavior course and our book is Organizational behavior an experiential approach by worley

[@sevenzhou6773]

Thanks for your sharing.

[@CoachRonV]

You are most welcome Seven! Ron