MSOD MId-Program Assessment

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please download the summary by choosing the "Download PDF" link below. For questions, please contact
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Welcome to the MSOD Sigma Prime mid-program self-assessment. We hope that you emerge
from this process with more clarity about your capabilities and areas for growth as an
organization development practitioner.

If you have any questions about this please contact Gary Mangiofico at
[email protected], or Mary Tabata at [email protected], 310-568-
5598.

Name
Maegan Scott

Conceptual Understanding

I am able to articulate key concepts, theories and models, covered during the first year of MSOD.

Examples: use of self as instrument of change, SPINE, group dynamics, consulting skills, organization culture,
cross-cultural entry model, norms, etc....
Neither Agree nor
Strongly Disagree Disagree Disagree Agree Strongly Agree

I can integrate (relate, connect, combine, bridge) OD concepts, theories, models and experiences to make sense
of situations and effectively intervene.
Neither Agree nor
Strongly Disagree Disagree Disagree Agree Strongly Agree

Describe two specific examples of when you have applied OD concepts. What was your rationale for
using the particular models, concepts or theories that you selected?
Both examples happened at the Meyer Foundation (my employer). I've used several liberating structures to facilitate difficult
conversations related to some of our change initiatives. For example, "Conversation Cafe" to debrief an emotionally charged
training about racism, equity, and inclusion. I used this format because I felt it would be a good way to generate shared
understanding/meaning and to help those who had been quiet during the process participate more vocally.

I've also used Tuckman's stages of group dynamics to offer insight on our team dynamics in the context of adding new staff and
in the midst of a strategic change. I wanted to convey the fact that conflict in team development is normal, and offer perspective
on how to move through the "storming" phase with awareness and grace.

Use of Self as an Instrument of Change.

I am committed to developing self-awareness. E.g. gaining clarity about my personal values; setting clear
personal boundaries; managing my biases and defenses; recognizing when personal feelings have been
aroused.
Neither Agree nor
Strongly Disagree Disagree Disagree Agree Strongly Agree

Describe a specific situation where using your self-as-instrument has impacted your professional effectiveness.
This has been a tremendous area of growth for me. I recently had a "crucial conversation" with a staff member who was visibly
unsettled and upset by an event that happened earlier in the week. As a member of the staff team and participant in the meeting
she was reacting to, I also had my own emotions, feelings, frustrations, concerns, etc -- many that were touching on old pain
points from childhood and adolescence. In the moment with my colleague, however, I needed to play an internal practitioner role.
So, I recognized all of the swirling thoughts and reactions I was having, made note to address those later, and made myself fully
present to coach and listen and come up with workable solutions.

Consulting Skills

I have a working knowledge of consulting skills and the consulting process.

Neither Agree nor
Strongly Disagree Disagree Disagree Agree Strongly Agree

Describe a consulting engagement. (This can be something that you are currently involved with.) Identify how you
addressed each stage of the consulting process. Where were you most challenged? Where did you feel the
strongest? What was your key learning as a result of your engagement?
I haven't had much recent consulting experience outside of the flash consulting during the second intensive and first practicum.
During those engagements, I feel the strongest during the discovery and contracting phases. I like asking questions and
getting to the root of problems. I am generally most challenged by the group debriefing process and joint
collateral/presentation development. I enjoy hearing my team members' interpretation of the data collected, but the group
brainstorming is overwhelming to the "I" and the "J" in my INTJ.

I'm realizing that my work around our racial equity initiative at the Foundation is a version of an internal consulting
engagement. If I had recognized that earlier, I would have more closely followed Block's stages of contracting -- in particular,
making it clear how decisions will be made, who I have access to, and what resources I have available throughout the process.

I can conduct literature searches and apply what I learn to practice.

Neither Agree nor
Strongly Disagree Disagree Disagree Agree Strongly Agree

Where are you in your literature review? Articulate other situations where you have gone to the literature and
applied what you learned to practice.
Per Julie Chesley's description, my literature review goes from Zoom In to Zoom Out. Right now, I'm trying to Zoom back in. Once I
settled on cultural competence as my central theme, a whole new world of literature opened up and I'm parsing through it. What's
wonderful is that my thesis and the change initiative at Meyer (the racial equity work) completely dovetail. I've been able to apply
theory about unconscious and implicit bias, the ladder of inference, multiple articles on white privilege and systemic racism, and
underpinnings of the OCAI to my work.

I am developing a working theory of OD practice.

Neither Agree nor
Strongly Disagree Disagree Disagree Agree Strongly Agree
 Describe your working theory of OD practice. Include the beliefs, values, assumptions and models that inform
your emergent theory.
My emergent theory of OD practice is undergirded by alignment. My belief is that inside every organization is a series of
systems, structures, cultures, and behaviors that need to be in alignment for an organization to be effective. I value harmony,
but appreciate that the dissonance of disharmony is generative and necessary. Embedded in my emergent theory of OD
practice is that mindset is crucial to the point of being the linchpin of an organization's success or failure. I have this interesting
open systems, humanistic blend of things swirling around that I'm trying to make sense of. I believe that authenticity in
relationships is what makes social change sustainable, but I'm hyper-aware that people operate within multiple contexts and
systems. My answer to so many things is "it depends!" In the nonprofit context, I'm beginning to see how culture change is at
the root of many technical or management assistance support my grantees come to me with. Ultimately, it's all about
developing capability, and I'm finding that in so many contexts it really does depend. One constant, however, has been
mindset, especially in leadership.
Program Assignment Progress

I am current on my thesis project

Disagree Agree

I have successfully completed all session papers

Disagree Agree

I am making progress on my strategic learning contract

Disagree Agree

Narrative self-assessment. Briefly describe your strengths and areas for development as an OD
practitioner.
I've thus far been going through the program with an eye towards being a sole practitioner, or at a minimum, external
consultant to organizations. I think I have strong listening and synthesizing skills, which are an asset to organizations that are
stuck. I didn't realize at the beginning of the program the extent to which I would be acting as an internal practitioner during our
current change process. It's hard work! And it requires so much work on self-as-instrument. I'm still learning how to be a
participant and a coach, leader, facilitator. I suppose at some point I will realize that they're all different sides of the same coin.
An area of development for me is recalling models and theory in the moment. I'm also hesitant to build my own models,
recognizing that I still have much to learn.

Anything else that you would like us to know about you and your development as an OD practitioner?
I'm getting so much out of this program--personally and professionally. Thank you for the opportunity.

Thank you for completing your self-assessment.

Pi Prime Mid-Program Assessment