Organization Development - How to Diagnose Organizations

A short intro the the different methods applied, before going into more detail in the following videos.

Interviews are probably the most important tools to building relationships and gaining credibility. Here you will learn more also from my experience.

Observations are something we do continuously during an organization diagnosis, unstructured and also structured. The video provides you with a bit a background to observations.

Questionnaires are also a common tool used during the diagnosis phase. The do's and don't's summed up in this video.

Now take a couple more minutes and the list from before on what you would like to know regarding the 7 dimensions of the model, and now try to answer the how you would analyze the during the diagnosis.

How important is it to collect "numbers" during the diagnosis phase? You will learn here a bit the basics, and especially the importance about unconventional ways to collect data.

A short introduction to this section: the meaning of shared values in this context, as well as the learning objectives will be presented.

What should you look at when taking a culture walk (Part 1 of 2).

What should you look at when taking a culture walk (Part 1 of 2).

Try a culture walk for yourself, look around, does it make sense?

Can we learn more about underlying values by doing semi/structured interviews?

Use the guideline, and try for yourself. It really is an interesting endeavour.

A short description of the Competing Values Framework, as a basis for assessing organizational culture.

How could the results of the organizational culture assessment instruments look like, two examples from my own experience doing an organizational diagnosis.

Just two recommendations for your further knowledge development in this field.

Try the organizational culture assessment instrument for yourself.

A quick wrap up about the main questions to be asked in relation to shared values.

Thank you very much for all your efforts! If you like the course so far, I highly appreciate you rating this course with 5 stars!

This video provides and overview of the meaning of structures in the context of diagnosing an organization, as well as an overview of the objective of this section.

After shortly wrapping up the most common aspects of organization structures, an example from real life will be discussed, providing hands-on knowledge.

You will learn more about some methods used to develop understanding of the processes behind a business model.

This video will help you to understand the influence of competitive strategies as well as departmental technologies on organizational structures.

The video as well as the enclosed activity description will help you to analyze an organization chart for yourself to gain experience.

You will be provided with a short summary on the importance of gaining knowledge about the informal organization.

A quick overview of the key information (from so many).

Understanding some of the key reasons (again: from so many) on why you might want to do organizational network analysis.

You will be developing a basic understanding on how you could tackle the activity of doing an organizational network analysis.

A first step to try some tools for doing organizational network analysis.

A quick exercise to provide you with an understanding on social networks.

A quick wrap up about the main questions to be asked in relation to structure.

Thank you very much for all your efforts! If you like the course so far, I highly appreciate you rating this course with 5 stars!

This video introduces the meaning of strategy in the context of diagnosing organizations, as well as the objectives of this section.

How to make sense of vision and mission in an organization.

Understand how competitive strategy as well as the environment influence organizations strategy.

You will be able to analyze the alignment of goals in an organization.

You will be able to use a strategy matrix to analyze goal alignment.

This video and the instructions will help you to apply the strategy matrix analysis in one of their environments.

You will be able to analyze goal agreement utilizing statistical methods. (Part 1 of 2)

You will be able to analyze goal agreement utilizing statistical methods and develop presentable materials. (Part 2 of 2)

A quick wrap up about the main questions to be asked in relation to strategy.

I want to say thank you for all your efforts. And if you like the course so far, I highly appreciate you rating this course with 5 stars!

This video will present the meaning of systems in the context of diagnosing an organization, as well as an overview of the objectives of this section.

Before going into more detail reg. different methods on how to analyze processes and systems, here a quick overview of various typical processes in organizations.

Understand how a process map helps you determining the importance of various processes and systems within organizations.

Getting ready to prepare a brown paper to analyze systems and processes. (Part 1 of 3)

Getting ready to prepare a brown paper to analyze systems and processes. (Part 2 of 3)

Getting ready to prepare a brown paper to analyze systems and processes. (Part 3 of 3)

To help you prepare brown papers yourself, here are some examples. (Part 1 of 2)

To help you prepare brown papers yourself, here are some examples. (Part 2 of 2)

An example of utilizing flow chart methods to support understanding of system analysis. (Part 1 of 2)

An example of utilizing flow chart methods to support understanding of system analysis. (Part 2 of 2)

Sometimes we need to look at floor layouts to understand improvement possibilities, here is a simple example.

How can you deal with the knowledge gathered whilst doing system and process analysis.

Why is visualization of (any) analysis so important.

A short explanation for the next activity, trying yourself is the best teacher ;)

A quick wrap up about the main questions to be asked in relation to systems and processes.

Thank you very much for all your efforts! If you like the course so far, I highly appreciate you rating this course with 5 stars!

This lecture will provide students with an overview of the meaning of style in the context of organizational development as well as provide an overview of the learning objectives for this section.

A quick wrap up of what we already learned in terms of style while doing other activities related to other dimensions.

Why and how should you do interviews to gain as much information as possible, but also to build a relationship and gain credibility.

A short explanation and the enclosed guideline will help you to carry out interviews.

Know how you can do observations while attending a meeting to learn about style and effectiveness.

This activity will help you to do your first observations during meetings yourself.

This lecture will present a method on how to structure observations with supervisors in a meaningful way. (Part 1 of 2)

This lecture will present a method on how to structure observations with supervisors in a meaningful way. (Part 2 of 2)

You can try the first observations for yourself to get a feeling for them.

Leadership surveys are a very helpful tool to assess style in an organization.

A short overview of a model and a survey which could be used.

This activity asks to take a survey based on Goleman and will help you to get a feel for a typical survey (and maybe also information about yourself ;) )

At the end of the section again a quick wrap up of the main questions one should ask in terms of style.

Thank you very much for all your efforts! If you like the course so far, I highly appreciate you rating this course with 5 stars!

This lecture will provide you with a short overview of the meaning of staff in the context of organizational development, as well as the objectives for this lecture.

Understand how surveys can help to analyze aspects of staff in this context.

You can try for yourself to get a hands on experience of surveys used in this context.

You will gain knowledge of what to look for when doing employee interviews. (Part 1 of 2)

You will gain knowledge of what to look for when doing employee interviews. (Part 2 of 2)

This activity will help you to gain experience in doing employee interviews.

You will learn how to structure observations in order to get also quantifiable results. (Part 1 of 2)

You will learn how to structure observations in order to get also quantifiable results. (Part 2 of 2)

This activity will help you to gain experience in doing employee observations.

You will learn another method to do structured observations.

You should try out doing observations yourself to gain experience, use also the enclosed description.

You will learn how to analyze human capital in an organized way. (Part 1 of 2).

You will learn how to analyze human capital in an organized way. (Part 2 of 2).

This activity, using the enclosed questionnaire, will help you to develop skills in creating human capital maps.

Gain an understanding how to analyze the effectiveness of talent management systems. (Part 1 of 2)

Gain an understanding how to analyze the effectiveness of talent management systems. (Part 2 of 2)

This activity will help you to gain experience in analyzing talent management effectiveness.

A quick summary about this section and the main questions to ask yourself when analyzing staff.

Thank you again for following this course! If you like the course so far, I highly appreciate you rating this course with 5 stars! Please send me your messages with suggestions, feedback in general, I really appreciate this.

This lecture will provide you with a short overview of the meaning of skills in the context of organizational diagnosis, as well as give you insight into the objectives of the section.

This video will give you insight into how to develop a skills matrix together with managers.

You will learn how to gauge skills based on the skills matrix with training needs to determine development potentials.

This activity will help you to gain experience doing a skills matrix by developing your own skills matrix and training plan for yourself.

A quick wrap up about the main questions to ask when analyzing organizations related to skills.

Thank you very much for all your efforts! If you like the course so far, I highly appreciate you rating this course with 5 stars!

This lecture provides an overview of the meaning of unobtrusive measures as well as the course objectives for the section.

This video provides an explanation about unobtrusive measures.

This example provides insights on how you can look at individual performance.

This example provides insights on how you can look at efficiency in the retail environment.

This example provides insights on how you can look at machine performance.

This example provides insights on how you can analyze quality issues based on a sample.

A quick wrap up on unobtrusive measures and the main question to ask.

I want to thank you for following this course, and congratulate you! If you like the course so far, I highly appreciate you rating this course with 5 stars!