Consultation Competency Flashcards
4 Steps of the consulting model
Define Problem
Design & Implement Solution
Measure effectiveness
Sustain improvement
SOAR Analysis
Strengths
Opportunities
Aspirations
Results
Multi Criteria Decision Analysis (MCDA)
The team determines critical characteristics of a successful decision (for example, ability to meet project requirements, likelihood of success, least chance of causing secondary risks). A matrix is used to score each alternative and compare results.
Force Field Analyisys
This tool was designed to analyze the forces favoring and opposing a particular change. The group identifies and weights factors that could influence an outcome in either a negative or positive manner according to their possible impact. The group then uses these factors to score different opportunities. They agree to pursue those showing favorability for change and avoid initiatives that face very strong resistance.
Tactics to address Resistance to Change
Empathy
Communication
Support
Tactics to address Welcoming the Change
Recognition
Delegation
Support
Tactics to address Neutral attitudes towards the Change
Selling Benefits
Opportunities for involvement
Conditions to make Change Possible
Shared Purpose
Reinforcement Systems
Skills Required for change
Consistent role models
Lewins Model of Change
Unfreezing
Moving
Refreezing
John Kotter 8 contributors to successful implementation of change
Create a sense of urgency.
Assemble a strong guiding team.
Provide a clear vision.
Over-communicate.
Empower action.
Ensure short-term successes.
Sustain progress and build on achievements.
Institutionalize.
McKinsey 7S Framework
Style
Skills
Systems
Structure
Staff
Strategy
Shared Values
Approaches to Change
Cascade (top down)
Progressive (starts at the top, broadcast to entire org)
Organic (independent center or multiple origins of change)
