C4C Ch 6 Inspiring Change (varied)
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Questions and Answers

What did the board treasurer comment about the process?

  • It was the best part of their experience. (correct)
  • They felt it was unnecessary.
  • It failed to meet expectations.
  • It was confusing and chaotic.

    • The participants were required to take part in religious activities to receive support from the project.

    True (A)

    What is a significant benefit of one-to-one feedback mentioned in the content?

    It allows for private discussions that would not be appropriate in a group setting.

    The board treasurer felt that walls were __________ down during the feedback process.

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

    How did the local NGO react to the consultant's feedback in the report?

    <p>They were upset and asked for a removal of references. (C)</p> Signup and view all the answers

    The consultant removed any reference to the local NGO’s identity in the report.

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

    What did the consultant change about the wording in the report?

    <p>Adjusted it to be more nuanced and acceptable.</p> Signup and view all the answers

    Match the following feedback methods to their description:

    <p>One-to-one feedback = Private discussions that are honest and direct. Written reports = Public way of giving feedback that leaves a record. Leadership feedback = Insights that leaders may not receive from staff.</p> Signup and view all the answers

    What was the primary focus of Dr. Ogara's feedback during the presentation?

    <p>Speaking about the need for honesty in feedback. (D)</p> Signup and view all the answers

    What was the primary emotional response from the group regarding the project's future?

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

    The leadership did not share their own fears with the group.

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

    Dr. Ogara found it easy to provide feedback to the group of bishops without any interruptions.

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

    What was the Kenyan co-facilitator's significant comment during the feedback session?

    <p>The bishops are arrogant.</p> Signup and view all the answers

    What does Roger Harrison suggest is ineffective for changing an organization?

    <p>Rational planning</p> Signup and view all the answers

    After personal reflection, the group was able to admit their failures and to point out areas for __________ in others.

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

    The change process reached a __________ due to a lack of engagement and emotional involvement.

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

    What was one action taken to overcome the deadlock?

    <p>Giving managers space to ponder their options (B)</p> Signup and view all the answers

    What is more powerful than external feedback according to the experience shared?

    <p>Personal experience of the individuals involved. (D)</p> Signup and view all the answers

    It is suggested that creating opportunities for verbal discussion of feedback is unnecessary.

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

    What did the managers have to contemplate regarding their roles?

    <p>Their leadership role for the whole organization</p> Signup and view all the answers

    The consultants believed that emotional engagement was essential for organizational change.

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

    What setting was described where the bishops received feedback?

    <p>A training center.</p> Signup and view all the answers

    Match the following aspects of the feedback process with their descriptions:

    <p>Personal reflection = Acknowledging failures and areas for improvement Honest confrontation = Facilitating openness to learning Kenyan co-facilitator's role = Interjecting to clarify meaning Feedback importance = Valued by involved parties more than external input</p> Signup and view all the answers

    Match the phrases with their meanings:

    <p>Naming the elephants = Addressing unspoken fears Golden handshake = Financial compensation for leaving Deadlock = Stalemate in decision-making Rational planning = Logical and systematic approach</p> Signup and view all the answers

    What is described as a useful rule in providing feedback?

    <p>Verbal feedback before written feedback (C)</p> Signup and view all the answers

    Blamestorming is a productive attitude to adopt when dealing with hurt and frustrations.

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

    What does confession among peers increase the likelihood of?

    <p>implementing change</p> Signup and view all the answers

    The writer's _____ tone reflected their personality and affected the client's reception of the report.

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

    Match the terms with their corresponding descriptions.

    <p>Blamestorming = A negative approach to discussing faults Lead consultant = The individual providing expert advice Feedback = Information about performance or understanding Peer discussion = A group conversation among equals</p> Signup and view all the answers

    What is the likely outcome when clients discuss their findings after reviewing a report?

    <p>They will provide their own recommendations for change (A)</p> Signup and view all the answers

    The author felt confident about the subsequent verbal presentation after receiving negative feedback.

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

    What emotion was the client experiencing after receiving the report?

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

    What is a key approach to addressing cultural and behavioral constraints in organizations?

    <p>Engaging with personal faith (B)</p> Signup and view all the answers

    Engaging with faith is viewed as unprofessional in all organizational contexts.

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

    What did the character referred to as 'Tiny' do during the drama?

    <p>She started weeping for the marginalized, abused women in her community.</p> Signup and view all the answers

    An effective consultant will need to engage constructively with the __________ dimension in many contexts.

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

    Match the following terms with their descriptions:

    <p>Faith = A source that can provide motivation for change Original dream = The foundational aspiration of an organization Cultural constraints = Barriers shaped by the traditions and values of a group Personal stories = Narratives that highlight an individual's experiences and connections</p> Signup and view all the answers

    What often happens at the end of the drama according to the description?

    <p>There is a long silence (B)</p> Signup and view all the answers

    Most people only find energy from religious beliefs.

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

    Why is ignoring the faith dimension in organizations problematic?

    <p>It may result in a superficial and unprofessional approach to change.</p> Signup and view all the answers

    What is a key warning given by John Adair regarding organizational change?

    <p>Change should be embraced proactively (A)</p> Signup and view all the answers

    It is necessary to make people redundant in all cases of organizational change.

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

    What is one aspect that needs to be considered for responsible closure of an organization?

    <p>Ensuring the needs of beneficiaries will be met by other organizations.</p> Signup and view all the answers

    Assisting the organization to die with dignity may be about conducting a strategic _______.

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

    Match the following terms related to organizational change with their definitions:

    <p>Beneficiary = The person or group that benefits from the organization's mission Strategic funeral = A planned approach to acknowledge an organization's closure Redundancy = The process of making employees unemployed due to organizational changes Civil society = The sector that includes non-governmental organizations and community groups</p> Signup and view all the answers

    Which method is suggested to help individuals cope with the end of an organization?

    <p>Conduct a strategic funeral (D)</p> Signup and view all the answers

    Delaying the closure process can make things better for the organization.

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

    What emotion might people experience during the closure of an organization?

    <p>Loss, frustration, and anger.</p> Signup and view all the answers

    Study Notes

    Inspiring Change

    • Many consultancies fail to address the emotional aspects of change, focusing instead on diagnosis and planning without the crucial summit stage of change.
    • This summit stage is often the most challenging as it involves emotional commitment, not just logic.
    • Change is driven by emotion, not logic.
    • The process of change involves understanding the client, engaging the client, inspiring change, planning implementation and accompanying implementation.
    • Facing the truth, letting go, and energizing hope are three essential components of change.
    • Feedback, including from conscience, peers, and the consultant, is vital in triggering change, and honest feedback addresses blind spots.
    • The power for change originates from self-awareness and a realization of failing to uphold personal standards.
    • Holding up a mirror to the organization helps in understanding themselves from others' perspectives.
    • Consultants should facilitate feedback from multiple sources, not just reports, to ensure client engagement.
    • Surface fears to enable positive change from a blockage into energy.
    • Engage with emotions, and allow time for the pain of change, which will lead to determination.
    • Identify and address endings and losses, which contributes to the transition process.
    • Help people let go of past ways of behaving and patterns of thinking.
    • Restore relationships and reconnect with positive motivations, energies, and sources of hope.
    • Connect to the organisation's initial energy and purpose through stories.
    • Engaging with faith can address cultural and behavioral constraints.
    • Encourage the client to see familiar issues differently.
    • A consultant's role is to create a safe space for change and facilitate the process.

    Checklist of Questions

    • What methods of feedback are most likely to catalyze change?
    • Has verbal feedback been used before reports?
    • How can emotions be managed effectively?
    • Have communication methods been 'full of grace and truth?'
    • Have opportunities been created for deeper self-reflection?
    • Are individuals taking personal responsibility for change?
    • What needs to be let go of, stopped doing, or addressed?
    • What are individuals' fears about change?
    • Are there dysfunctional relationships requiring reconciliation?
    • Have individuals admitted failures and apologized when appropriate?
    • How can hope be instilled in individuals?
    • How can vision and vocation be connected to the individuals?
    • How can individuals develop hope in the future?
    • Does the faith context of the client affect the consultancy?

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    Inspiring Change PDF

    Description

    Explore the pivotal emotional components in the change management process. This quiz will guide you through the crucial summit stage of change, emphasizing the importance of self-awareness, feedback, and emotional commitment. Understand how engaging clients and facilitating honest discussions can drive change effectively.

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