Unit 1 – Discussion Board 2

Responses to Other Students: Respond to at least 2 of your fellow classmates with at least a 100-word reply about their Primary Task Response regarding items you found to be compelling and enlightening. To help you with your discussion, please consider the following questions:

  • What did you learn from your classmate’s posting?
  • What additional questions do you have after reading the posting?
  • What clarification do you need regarding the posting?
  • What differences or similarities do you see between your posting and other classmates’ postings?




Organizational Leadership and Change

Colorado Technical University

The roles of and the responsibilities for the leaders and O.D. practitioner is to first identify or define what their respective roles and responsibilities are within Heavy WorX. The manager/leaders in the organization are responsible for controlling or running the department or part of the organization. Within OD we see compelling functions and roles and in part of trying to be defined, need to be identified. A general example is being the O.D. practitioner can be internal or external supervisor or manager with special training. An O.D. practitioner will use a systematic approach to plan changes for the sole purpose of improving an organization and its effectiveness.

Some of the advantages and disadvantages of leading and managing changes as an internal OD practitioner as opposed to an external O.D. consultant is whether the organizations has their own established internal practitioners. By this, the internal O.D. practitioners would know the company but may not be able to see objective in situations, whereas an external my possess the ability to successfully achieve and see common variations towards that objective but may lack the working relationships or even knowledge of the company.

The most challenging part of an O.D. practitioner would probably when the changes occur that stakeholders and your O.D. practitioners are on board with the way changes will be implemented and that there is a cohesiveness with the change and the integrity is held together. You sometime have management that is not onboard with the change and will communicate that to staff and then that can cause potential issues and unnecessary resistance and friction for the O.D. practitioner and stakeholders. I think the most effective way to overcome is to have a plan in place and have all of management on board to provide input on the relaying the information to staff on changes so that they are “bought in” to the changes. Therefor after identifying and defining the roles, we would communicate.


M.U.S.E. (2018). Kotter, J.P. (1996). Leading Change. Boston : Harvard Business School Press. M.U.S.E. Retrieved from https://class.ctuonline.edu/_layouts/MUSEViewer/Asset.aspx?MID=13432188&aid=13432201

CTU. (2018). Intro to Organizational Leadership and Change. Unit 1, DB2 Fundamentals. Retrieved from



IP1: Roles & Responsibilities



Colorado Technical University

In this written presentation, I will inform my peers about my role as director of change management for Heavy WorXrole and how I plan to successfully initiate any large-scale changes, below I will discuss the following:

What are your roles and responsibilities during a planned change initiative as both a leader and OD practitioner within Heavy WorX?

As a leader, I must manage change. Before I can manage change, I must understand there must be a need for change and the organization I am working for must first anticipate the need. In this scenario, the need for change is to sustain the future of Heavy WorX. Once the need for change is identified, I will then utilize tools and techniques to minimize the strain of chaos that’s included in the implementation process of change management.

As a leader, I must be sensitive to the ever-changing internal climate and external environment. I will use strategies and techniques to work with the company to determine their needs to assure them to readily adapt to change. I will use planned change as an approach to assist the company to adapt to the planning of implementation of change rather than mapping out a blueprint of how things should be done. Some of my roles and responsibilities as an OD practitioner include:

· Managing change in a structured manner

· Identify problems in the global organization

· Diagnose the cause of the problem

· Create an action plan to implement global interventions

· Evaluate of global interventions resolved the problem

What are the disadvantages and advantages of leading and managing change as an internal OD practitioner as opposed to an external OD consultant?

Leading and managing change as an internal OD practitioner has historical knowledge and experience within the organization, as opposed to an external OD consultant who has no experience with the organization and can pose as a threat to employees because of the many “unknowns” associated with what the external consultant may do.

The internal OD practitioner is familiar with the people within the organization, therefore being well-respected, however, the external consultant is able to provide the organization with a less-bias view based on their unfamiliar knowledge of the organization and its people associated. The external consultant has a proven record of success that can be more beneficial if internal OD practitioners don’t have formal training in the area of organizational development.

Of all the typical ethical dilemmas that may surface for an OD practitioner, which do you think is the most challenging, and how would you address it?

The list of typical ethical dilemmas that may surface for an OD practitioner is lengthy. To list a few, they will include:

· Putting the correct amount of focus on the impact the change will have on the individuals of the organization

· Misrepresentation-occurs when OD practitioners claim that an intervention will produce unrealistic results

· Misuse of data– occurs when information gathered during the OD process is used punitively.

· Collusion-key stakeholders, team members and client not on the same page.

· Coercion-when organizational members are forced to participate in an OD intervention, instead of having the freedom to choose to do so or not.

· Promising unrealistic outcomes

· Deception and value conflict– this ethical dilemma occurs when the purpose of the change effort isn’t clear.

Employees and stakeholders want to know where they stand in the process of change and when change is successful. Change can initiate resistance and anxiety when the vision of change is unclear. Therefore, communication and planning are essential to getting employees and stakeholders on board to ensure the success of change and to modify or transform organizations to maintain or improve their effectiveness.

Due to the need for proper communication during the change, out of the many challenges, I believe that communication is the most challenging due to the many possibilities of information being or becoming misinterpreted or unclear. If I was to ever encounter communication issues during change management, I would address it by creating a communication management plan and having regular check-ins and meetings to assure everyone remains on the same page.

(Scribd, 2019)


Scribd. (2019). Ethical issues in OD | Organization Development | Evaluation. [online] Available at: https://www.scribd.com/doc/30997672/Ethical-issues-in-OD [Accessed 4 Jan. 2019].

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