Commonly Used Models

Question 1

Ken Blanchard

Answer 1

Skill and Will measurement of competence and commitment

Question 2

OSCAR Coaching Model

Answer 2

Outcomes
Situation
Choices
Actions
Review

Question 3

Cross Cultural Communication

Answer 3

When we send a message, it is influenced by the sender and receiver’s. current knowledge, experience, language, thinking, and comm style

Question 4

Effectiveness of Comm Channels

Answer 4

Handle multiple information cues simultaneously

Question 5

Gulf of Execution and Evaluation

Answer 5

Gulf: Does it match what we use?
Evaluation: Does it support the user to discover how to interact with it? Easy to learn?

Question 6

Herzberg’ Theory of Motivation

Answer 6

Job satisfaction
-Hygiene factors such as salary, company politices, and physical environment

Question 7

Motivational factors of Herzberg

Answer 7

Achievement, Growth, and Advancement

Question 8

Intrinsic vs Extrinsic Motivation

Answer 8

Intrinsic: Autonomy, mastery, purpose

Extrinsic: External such as money, bonuses and status

Question 9

Motivation Model: Theory of XYZ

Answer 9

X: Driven by income and only income. Not ambitious
Y: Intrinsically motivated to do good work
Z: Motivated by higher calling; job for life

Question 10

Change Management Models: PMI Managing Change

Answer 10

1. Changes to the org from plan, imp, sustain, make transition

Question 11

ADKAR

Answer 11

-Awareness of change- explain the why, create champions
-Desire of change- champions
-Knowledge of change- trained and resources for change
-Ability of change- Monitor change
-Reinforcement of change- monitor and reward for using the change

Question 12

Virginiai Satir

Answer 12

Change model that describes what happens in XY axis

Question 13

8 steps to change

Answer 13

1. Create urgency
2. Form powerful coalition
3. Create vision for the change
4. Comm the vision
5. Remove obstacles
6. Create short term wins
7. Build on the change
8. Anchor the changes in corporate culture

Question 14

Bridges Transition Model

Answer 14

We go thorough a process to change

Ending–> Lose and let go–> Neutral zone–> New Beginning

Question 15

Transition Readiness Process

Answer 15

1. Comm reason for change
2. Understand the impact from those affected
3. Check org’s readiness for change
4. Edu leaders o how change will affect people
5. Monitor progress of transition
6. Help ppl understand how they can contribute to change

Question 16

Stacey Matrix

Answer 16

Complexity

XY axis of simple, complicated, complex, and chaos (low to high)

How to get a project to simple requirements to reduce uncertainty and technical uncertainty?

Question 17

Cynefin Framework

Answer 17

1. Obvious cause and effect, use best practices
2. Complicated/known unknowns, then assess facts and use best practices
3. Complex/known unknowns: Probe the env and iterate fwd
4. Chaotic: stabilize back to complex
5. Disordered: break into smaller part and assess

Question 18

Tuckman’s Ladder

Answer 18

Forming
Storming
Norming
Performing
Adjourning

Question 19

Drexler/Sibbet Performance Model

Answer 19

Orientation
Trust Bldg
Goal Clarification
Commitment
Imp
High Performance
Renewal /CI

Question 20

Conflict Model

Answer 20

-Problem Solving
-Collab
-Compromising
-Smoothing/Accommodating
-Forcing
-Withdrawal/avoid

Question 21

Negotiation

Answer 21

Win Win
Lose Lose
Win/lose
Lose/win

Question 22

Planning Sweet Spot

Answer 22

Is btw planning upfront and time to market benefits

Question 23

Process Groups

Answer 23

Initiation
Plan
Execute
M&C
Close