Reflection 1 Student Name I am very interested in organisational development, especially in relation to applying some of the organisational development theories

and principles. I think that the process of starting the class with an example that Elizabeth was directly involved in was extremely helpful to allow me to understand specifically how to apply the theory. I might even consider getting involved in the project in the future because I am very much interested in identification of talent and leadership development as it is related to my work and my thesis topic. I found that despite the fact that I did not fully understand the article before class, since the article was very broad and not specific enough, through the process of discussing my points in relation to the given task today and having the context to apply it facilitated my understanding of the article. In particular, I found that some of the processes that my current work engages were useful to apply to todays task, specifically risk assessment of key positions of the companys leadership team such as retention risk, market impact and depth of external/internal talent of the company internal succession plan, and competency assessment if incumbent. Explaining and justifying my perspective and position to the rest of my group enabled me to be confident and clear about what I meant. Through explaining what I meant to them, I was able to clarity with everyone where the task was going and what we wanted to achieve. This process of feedback and clarification is a skill that I can see has developed over the last couple weeks and an important skill for a consultant. There were a couple of members in my group that were not confident with what the task was and how to apply an intervention. This week was the first time I got frustrated that people could not understand my point. It took several times for me to explain and Ruth to reiterate the point and finally everyone understood. This process of learning and teaching was unusual for me in this class because in past classes I did not have such passionate suggestions and felt that I had to sell my points to the other group members. The reason I was so passionate is because Ive seem some of this stuff work and wanted to communicate it to everyone. To some extent this was the first class I felt that it was competitive in terms of the direction of the talk. Despite this competition that slowed our progress of completing the task, we worked together best when the time ticked by and the deadline was looming. From this experience, I realise that I work best when I conceptualise a process model or a model that has steps, and my approach was different to other peoples approach that slowed the progression of the talk. I believe that this skill was developed through the first assignment for this subject, which is a skill important for my future approaches to finding solutions and implementing interventions in organisations. In terms of the content of the article, it was excellent seeing and hearing the other group speak about drivers of change. The article was very broad and having the theories applied to a context was helpful. I was so inspired by the quality of the speeches that this group made that it was a little worrying that we had to speak next. The quality of the speech made me inspired to ask to photocopy their overheads, which I have never requested before.

The greatest thing that I learnt from this experience was schema and routine change associated with organisational development and change. In particular, the importance the company has for having a climate that is strategic or ready and willing to attain such a climate will adopt such a leader development program. I think targeting interventions at a team level, organisational and individual level will be important to change schemata and routines associated with leadership development, and result in a more successful intervention. In addition, the importance of a leadership program is to maintain bench strength and ensure that people selected as a potential successor have similar schema so that they have a shared vision for the company. The danger of hiring externally is that people may not have the same schema and thus can influence climate of the organisation. As such companies may prefer to develop internal talent. This class today therefore allowed me to have an insight into the internal development of a leadership program, which is important for my future work. When I am in a managerial role I shall try to build talent within the team and work with the team to understand what sort of talent we need to help us reach our goals. To attain that level that I need to think more about my influence on the team and understanding my strengths and leadership development opportunities. I will seek feedback from my manager and peers about my leadership potential.