IIM-R PG-Exp Oganisation Design and Change (OD&C) Home Assignment: Pro i!ing Persona!

OC&D Competen"ies and #a!$es G$ide!ines: 1. Identify 20 persons in your organisation who know you well. 2. Give a copy of the Change Competency Inventory (attached to each and re!uest him"her to rate your competency using the inventory. #. Collect the filled in inventory and process the data. $. %rite an analytical report using the data you have processed &. 'he report must give a complete analysis of your competencies. (se graphs and diagrams to present the data. ). 'he length of the report is 20 computer typed pages (e*cluding the cover page and anne*ure +. Copy of the filled in competency inventory must ,e su,mitted along with the report %tr$"t$re o the Report: 1. 2. #. $. -rief description of your organisation and your department .our /rofile (/ersonal and professional /rofile of .our role and functions 0ention any change intervention you have initiated or you have ,een part of team"group which led the change process &. 1nalysis of Change Competencies ). .our personal reflections +. Conclusion &ast Date: &th 2e,ruary3 201$

IIM-R-OD&C

Change Competency Inventory

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Annex 1

Change Competency Inventory

Name: Organisation: Position:

Note: Indicate your score by putting X mark in the appropriate box: 1: Never, 2: Rarely, 3: ometimes, !: "ost o# the times, $: %l&ays Competencies
I. N!"#$ INI!IA% P&A' A. 'ocia(i)er Conversationa(ist $ 3. 1. *. mpathi)er 2. 3. II. +O", P&A' A. !echnica( xpert 1. 2. 3. 1. *. Pro-(em.so(ver /P(anner$ 0esigner1 Engages easily in small talk and get-acquainted conversations Tunes in to situation and emotional state o! the other "erson #ives clues that she$he em"athises with where the other "erson is. %to"s there. &nowledgea'le and skil!ul in s"eci!ic technical areas %u""lies e("ert in!ormation on request or as needed in assessing or solving "ro'lems )lear on the uncertainties and limits o! his$her knowledge and skill. *akes that in!ormation known as a""ro"riate. &nows the kinds o! in!ormation she$he needs to 'e grounded !or "ro'lem-solving in s"eci!ic situations &nows the s"eci!ic ste"s and sequence required to reach a solution )an do, direct, or colla'orate to accom"lish the "ro'lemsolving "rocess. 1. 2. Puts others at ease

Indicators
Initiates social interaction, shows honest interest in others

2. 3.

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Change Competency Inventory

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C. Advisor

1. 2.

E("ert in an area o! s"ecialised knowledge )an in!luence others to take action that the +dvisor ,udges to 'e correct !or a "articular situation. Indicators 1 2 3 4 5

Competencies 1. 2. 1. . xpert on C(ient Organisation 2. 1.

0. !eacher

-as e("ert knowledge or skill in a s"ecialised area +'le to transmit some "ortion o! that skill and knowledge to others. -as in-de"th awareness and knowledge o! the client organisation. "ast, "resent, and "ro,ected !uture. +'le to draw on that knowledge in considering "ro'lem situations. )an systematically gather and organise valid in!ormation needed to assess a "articular situation using methods such as o'servation, documentation, and interview /oes minimal distortion and inter"retation o! the data in this "rocess. )an generate one or more "ro'lem analysis or descri"tions o! system dynamics that e("lain what is ha""ening 'ased on a com"le( set o! data. 0nderstands the dynamics o! how "eo"le interact when they work together )an o'serve and call attention to 'ehaviours that are either hel"ing or hindering the work o! a grou" )an suggest work structures and "rocesses that will hel" "eo"le work more e!!ectively. )om'ines a variety o! suita'le ideas and in!ormation into "ro"ositions that lead to action or movement to the ne(t ste" %ensitive to the emotions o! worry and threat in others. )an draw data !rom others a'out the e(tent o! those !eelings and their causes 'e!ore they lead to de!ensiveness, !rustration, or anger that 'locks e!!ective work.

2. 0ata.3atherer. Organiser /Intervie4er5 O-server1

2. 1.

3. 0iagnostician 1. &. 2aci(itator o6 +or7ing Process 2. 3. I. Proposition 3enerator 1.

8. 9onitor o6 "is7iness and !hreat

1. 2.

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Change Competency Inventory

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Competencies 1. ,. ':pporter $ Appreciator 2.

Indicators 1ecognises "eo"le2s desire and need !or su""ort and a""reciation )an honestly 'uild u"on and rein!orce the ideas o! others. #ives emotional su""ort. /oes not generate "olarised con!licts or win-lose 'attles among "eo"le. )an identi!y inconsistencies, games , and im"ortant issues that are 'eing avoided )alls attention to such issues and hel" those who should deal with the issues do so. &nows the series o! events that is su""osed to take "lace, is clear on who is res"onsi'le and "re"ared to handle each event, and manages the start, !low and end o! the series +ware o! the com"le( set o! views, situations, or "eo"le that she$he re"resents +'le to summari3e in!ormation and s"eak !or a set o! "eo"le in a way that re"resents them and that they can su""ort. Either knowingly or unknowingly convey messages among "eo"le who might not otherwise communicate that in!ormation. +ware o! the kinds o! things that must 'e done to success!ully com"lete and terminate "ro,ects +'le to do or direct the doing o! those things that accom"lish com"letion. +'le to gather and organise data on the sequence o! events and activities that have lead to "ro,ect accom"lishment +'le to summarise such data and to lead in a com"arison o! actual accom"lishments with targets +'le to do this in a manner that leads to cele'ration and learning rather than hiding and 'laming +ware o! one2s res"onsi'ility !or a "ro'lem or situation and 'eing emotionally committed to make the 'est o! this "rocess.

1. %. Con6ronter 2. 1.

9. 9aster o6 Ceremonies

1. N. 'po7esperson 2.

O. 9essenger III. ' PA"A!ION P&A' / ;I!1 A. Conc(:der $ 2inisher

1.

1. 2. 1.

*. va(:ator$ "evie4er $ Chec7er

2. 3.

C. O4ner

1.

4ame o! the +ssessor. IIM-R-OD&C

/e"artment$%ection. Change Competency Inventory Source:

%ignature with date. Page !