C4C Ch 8 Accompanying implementation
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According to the diagram that presents the process of change, which step comes directly after 'Planning for Implementation'?

  • Accompanying implementation (correct)
  • Understanding the client system
  • Inspiring change
  • Engaging the client

    • The 'Engaging the client' step is the final step in the consulting process according to the diagram.

    False (B)

    What is the primary focus during the implementation phase of change?

    Actual change

    The process of change involves a shift from inspiration to ______.

    <p>perspiration</p> Signup and view all the answers

    Match the stages from the process of change diagram with their brief descriptions:

    <p>Engaging the client = Initiating the consulting process Understanding the client system = Gaining insights about the customer Planning for Implementation = Developing strategy for change Accompanying implementation = Supporting the change process</p> Signup and view all the answers

    What is described as the 'nitty gritty reality of change'?

    <p>The implementation phase (D)</p> Signup and view all the answers

    Implementation is a less important aspect of change as compared to planning.

    <p>False (B)</p> Signup and view all the answers

    What is something consultants often feel when the planning stage is complete?

    <p>They have finished their work</p> Signup and view all the answers

    According to the content, what should a good consultant be prepared to do, even without pay?

    <p>Go beyond the contract and invest unpaid time, provided it does not encourage dependence (D)</p> Signup and view all the answers

    Organisational inertia is likely to happen if implementation starts quickly after planning for change.

    <p>False (B)</p> Signup and view all the answers

    According to the content, what should be built into the initial contract by the consultant to ensure follow-through?

    <p>follow-through time</p> Signup and view all the answers

    Change is described as a ________, not an event, meaning people take time to adapt.

    <p>journey</p> Signup and view all the answers

    Which of these is NOT one of the primary levers that leaders use to influence an organization's culture, according to Edgar Schein?

    <p>What leaders ignore (A)</p> Signup and view all the answers

    According to the content, management teams and key board members do not need support when implementing change.

    <p>False (B)</p> Signup and view all the answers

    In the context of coaching, what does the letter 'a' represent?

    <p>the current situation</p> Signup and view all the answers

    Match the coaching questions with the aspect of change they address:

    <p>What would 'b' (the ideal situation) look like? = Defining the desired future state Why do we need to change 'a' (the current situation)? = Justifying the need for change What might you do in the short term, medium term, long term to make 'b' happen? = Planning the change implementation What are the main obstacles in moving from ‘a’ to ‘b’? = Identifying potential challenges</p> Signup and view all the answers

    What is a key benefit of a consultant's support during the embedding stage of change?

    <p>To mentor key staff and monitor the process from an outside view (A)</p> Signup and view all the answers

    Consultants should always aim to maintain long-term involvement to ensure successful change implementation.

    <p>False (B)</p> Signup and view all the answers

    Besides mentoring, what other form of support might consultants provide during change implementation?

    <p>Monitoring the process</p> Signup and view all the answers

    During implementation, leaders and internal change agents take ________.

    <p>center-stage</p> Signup and view all the answers

    Match the type of support with its description

    <p>Mentoring = Providing guidance to key staff Monitoring = Observing the process from an external viewpoint Counselling = Aiding individuals with psychological adjustment Training = Developing new skills and abilities</p> Signup and view all the answers

    What should consultants prioritize to ensure an organization is empowered to change?

    <p>Leaving the organization capable of independent change (C)</p> Signup and view all the answers

    Consultants do not need to be committed in the mundane moments of implementation.

    <p>False (B)</p> Signup and view all the answers

    What is a type of support that is sometimes needed to help individuals adapt psychologically during change?

    <p>Counselling</p> Signup and view all the answers

    What is more powerful in prompting change?

    <p>Questions (C)</p> Signup and view all the answers

    Change comes from external sources when people are told what to do.

    <p>False (B)</p> Signup and view all the answers

    As per the text, what is one thing a consultant needs to have to avoid giving advice?

    <p>a series of good questions</p> Signup and view all the answers

    The text suggests that, if asked, members of your staff would describe the 'gods' you follow as your ______ , in terms of what values are being shown, in order to determine what sort of leader you are.

    <p>actions</p> Signup and view all the answers

    Match the following questions with the concepts they best represent:

    <p>What do you want to be known for? = Legacy and leadership vision Where do you experience conflict? = Identifying challenges and obstacles What do you pay attention to, measure, affirm, reward? = Impact on team culture When did you last change as a leader? = Personal development and growth</p> Signup and view all the answers

    Why should anyone be led by you? What does this question encourage the leader to consider?

    <p>Their values and justification for leading. (B)</p> Signup and view all the answers

    The questions in the text should only be used by consultants.

    <p>False (B)</p> Signup and view all the answers

    What role do consultants play in the change process, besides providing advice?

    <p>monitoring the change process</p> Signup and view all the answers

    What is a key reason why change activities might be overlooked?

    <p>They are not explicitly included in the work schedule. (A)</p> Signup and view all the answers

    A consultant's position outside traditional power structures might hinder their ability to get honest feedback.

    <p>False (B)</p> Signup and view all the answers

    What is the main purpose of a 'transition monitoring team' as suggested in the text?

    <p>To take the pulse of the organization in transition</p> Signup and view all the answers

    According to Lippitt and Lippitt, a primary goal of consultants is to become progressively _________.

    <p>unnecessary</p> Signup and view all the answers

    Which of the following is NOT mentioned as a method to find out how things are going in an organization during consulting for change?

    <p>Competitor Analysis (A)</p> Signup and view all the answers

    Match the evaluation criteria with their descriptions:

    <p>Exit Timing = When a consultant should disengage from the consultancy process Consultancy Effectiveness = Whether the consultancy assignments has been successful Evaluation Pragmatism = The need for simple and easy evaluation techniques Positive Change Provocation = The key objective of any meaningful consultancy</p> Signup and view all the answers

    What is the 'acid test' of effective consultancy, as mentioned in the text?

    <p>The ability to disengage gracefully from the client. (A)</p> Signup and view all the answers

    Consultancy evaluation should be complex and extensive to provide accurate feedback.

    <p>False (B)</p> Signup and view all the answers

    What is a potential negative consequence of a long-term consultancy?

    <p>Loss of external perspective (B)</p> Signup and view all the answers

    Leaving a consultancy can be easy and without any emotional impact for the consultant.

    <p>False (B)</p> Signup and view all the answers

    What is one way that evaluation should contribute to consultant learning?

    <p>Systematic reflection and documentation of personal learning.</p> Signup and view all the answers

    INTRAC uses a ______-step approach in their consultancy job evaluation forms.

    <p>two</p> Signup and view all the answers

    In INTRAC's feedback process, what is assessed in the Phase 1 evaluation?

    <p>Satisfaction with results and management of the consultancy (D)</p> Signup and view all the answers

    The feedback process is solely for assessing value for money.

    <p>False (B)</p> Signup and view all the answers

    What is evaluated during the second phase of INTRAC's two-step evaluation process?

    <p>Change since the job completion, contribution of INTRAC work, and interest in building the relationship.</p> Signup and view all the answers

    Match the following aspects of the consultancy with the relevant questions asked in the INTRAC feedback process:

    <p>Satisfaction with consultancy results = On a scale of 1 to 10, how satisfied are you with the results of the consultancy? Identification of strengths = What, in your opinion, went well in this consultancy? Identification of weaknesses = What, in your opinion, did not go so well? Suggestions for improvement = What, in your opinion, could have been done better?</p> Signup and view all the answers

    Study Notes

    Accompanying Implementation

    • Implementation is the crucial stage of change, requiring attention and effort.
    • The process of change involves several stages: understanding the client system, engaging the client, inspiring change, planning implementation, and accompanying implementation.
    • Consultants should maintain involvement past the planning phase to support change embedding and to guide key staff.
    • This can be through mentoring and external monitoring, aiming to empower the client system to continue the change independently.
    • Ideally, consultants should gracefully exit when the change process is deemed sustainable.
    • Implementing change often involves changing organizational culture, requiring leadership support across different levels.
    • Leaders influence culture through specific levers, including attention to priorities, handling crises, resource allocation, modelling behaviors, rewarding performance, and personnel practices.

    Walking Alongside

    • Consultants are needed to support the more mundane moments of implementation. This is important for sustained motivation and commitment.
    • Staying involved beyond the planning phase is essential.
    • Change implementation takes time, so people need time to adjust to new processes.
    • Change requires different roles for consultants to support individuals and teams.
    • Crucial roles include mentoring, progress monitoring, graceful exit, and proportional evaluation.
    • Change requires different consultant skills, like proactive mentoring, and commitment monitoring.

    Monitoring Implementation

    • Monitoring implementation is vital for maintaining momentum and ensuring change.
    • Change is a journey, and it takes time for new behaviors to embed.
    • Key questions for monitoring implementation include: Are priorities still valid? Are key areas improving? Do facts align with the plan?
    • It's essential to identify and address blockages and obstacles to the change process.
    • Regularly checking progress and celebrating successes are crucial.
    • Visual aids, like timelines, can be used to monitor progress.
    • Consultants can offer accountability and encourage honesty and openness throughout the transition process.

    Exiting Gracefully

    • The effective end of consultancy is measured by disengagement from the client.
    • Consultant responsibility is to become progressively unnecessary.
    • Exit timing can vary: before the initial planning phase, after understanding the client, or after the implementation phase.
    • Critical reflection is necessary when assessing the reasons for exiting.
    • Consultant exit should be client-centric, not based on other commitments.
    • Prolonged involvement can hinder objectivity and lead to dependency.
    • Client evaluation processes are crucial for assessing a consultant's overall performance.

    Evaluating Pragmatically

    • Lasting consultancy should result in positive client change.
    • Evaluating effectiveness is a key aspect of consultancy success.
    • Client satisfaction regarding previous consultancy is useful for future engagement.
    • Clients can express satisfaction and opinions through verbal or online feedback forms.
    • It can be beneficial to revisit the client after some time to evaluate the lasting impact.
    • After-Action Reviews (AARs) are helpful for evaluating past work.

    Key Lessons

    • Implementing change is a lengthy process that often requires continuous consultant support.
    • Maintaining commitment through monitoring progress and providing direction is important.
    • Change is challenging for both consultants and client organizations.
    • Evaluation of consultant performance and client change impact is vital.
    • Consultants should enable the client system to rely on its strengths, avoiding dependency.
    • Timing of departure is key for consultants and clients; it should be a coordinated, mutually beneficial decision.

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    Accompanying Implementation PDF

    Description

    This quiz explores the essential strategies for effective change implementation within organizations. Participants will learn about the stages of change, the consultant's role in mentoring, and the importance of leadership in cultural transformation. Test your understanding of how to accompany clients through the change process to ensure sustainability.

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