Organizational Clarity: Personal Development Intervention

In one of my classes we discussed practicing HPI and what possible interventions one would personally choose when it comes to the workplace. Although I do not have the text connected to the blog you can still get the idea of the discussion and follow this quick entry onto one of my required discussion posts that helped me maintain my grades ha! Please post any comments or questions to facilitate a discussion in the comments sections below.

Directions: One of the most challenging aspects of HPI practice is accurately matching interventions to problems.  Chapter 9 (page 213) contains an intervention selection tool that lists a variety of interventions.  Choose at least one intervention from the list (more if you have time) and 1) Tell us when you would use the intervention AND when you would not use this intervention, 2) Provide a link to a website that either tells us more about the particular intervention or includes an example of the intervention, 3) Review the posts of fellow students and add your thoughts.

Post:
I believe I chose the Personal Development Intervention (PDI) Feedback or 360 degree (“meetings”) feedback for the assignment in the last module, so I will go with it once more. I like the idea of not critiquing an employee’s performance but telling them what they did right and giving constructive feedback on the areas or aspects in which they can improvement upon.

I can easily see when to use the PDI: Feedback during one on one training sessions or even during annual employee performance reviews. These are times or opportunities in which management or trainers are in the position to mentor employees, build morale and encourage teamwork with the organization in a positive manner. I would use this intervention only if the organizational culture fosters a positive environment however or if it is really necessary to bring certain issues or problems to light with a measure of depth and detail.

Although this intervention can be used in a group setting, if the issues concern only one member of the team or the problem must be discussed with various details I would not use this intervention. I can easy see in a group setting that focusing in too much, on a problem may cause even further divisions and problems on a team.

This is a link to a website called “What is 360 Degree Feedback?” from Custom Insight, that explains more about the Personal Development Intervention (PDI) Feedback intervention:
http://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp