Steele Enterprises

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conduct interview to have data gathering; the OD consultant will likely gather data from the team via personal interviews or a survey (Dyer, Dyer, & Dyer, 2007)

Next step is “Data Analysis and Problem Solving”, once the problems have been identified, OD consultants should lead the team to engage in the problem solving process and motivate the group looks as its competencies in working on problems and develop better group skill. Back to the case study, both branches should share their problem on works and develop alternatives to solve the problems indeed.

Following the identification of problems process, it will be the “Giving Feedback” process in which group or individuals should sharing their feedback in order to improve the effectiveness of the change. Through the feedback OD consultants could be able to locate which things should “go ahead”, which things has to be moderated and increase the effectiveness of change.

The last stage of team building program will be “Action Planning”. After problems have been identified, solutions have been defined and feedback has been collected, teams should being to develop the action plan and prepare for change.

OD consultants should keep review the process of the changes and ensure the changes are on the right track. Personal Management Interview (PMI) is one of the tools for management to keep checking the performance of the changes. Through the PMI, subunits can express their progress and what difficulties or hurdles they have encountered, so that remedial action can be taken immediately.

In addition, in the case study, both Dick and Donna are having talent in their own aspects, if they can work collaborative which may be able to have the synergy effect to the company. Hence Gene may consider to use another approach for team building – Appreciative Inquiry (AI).