Diagnosis Methodologies
We employ rigorous organizational assessment methodologies to pinpoint root causes of performance issues and growth barriers.
Reflective Organization Index (KROD Index)
It is an indicator developed by Cooperative Group that helps discover the strengths and weaknesses of the decision- making process and results through the participatory group decision-making index of members by diagnosing the reflective organization (reflective resources, reflection process, reflection results).
The Importance of Reflective Organization
The most important key to organizational development is the 'decision-making' method. The commitment of participatory decision-making by delegating decision-making authority to members is much higher than that of unilateral decision- making by leaders alone, and this decision-making process is a key factor in creating an organization's horizontal culture. Therefore, it helps to create a healthy organization in which horizontal communication is actually implemented by diagnosing and improving and supplementing the factors that make up the reflective organization.
Reflective tissue diagnostic model
The reflective organizational model is designed based on the theory of self-determination, motivation theory, social identity theory, self-efficacy, psychological safety.
The reflective organization is an organization (Koo Ki-wook, 2016) in which the will of members is reflected in the organization's decision-making, and helps deliberation through the facilitation process, diagnoses the appearance of a healthy organization with enhanced creativity, passion, self-efficacy, and social identity
- Target audience: Teams, divisions, and transcription units
- Duration: 2 days of advance preparation, 3-5 days of participation in diagnosis, and 7 days of analysis of results
- Process:
- Diagnosis Method: Online Survey
- Questionnaire: 36 questions (excluding demographic questions)
- Diagnostic results: Basic statistical data, analysis of the strength and weakness of factors, and presentation of directions
- Diagnostic Items:
Area
Key content
Number of questionnaires
Reflective resources
Information resources
3
Reflection process
Facilitation
Psychological safety
Deliberation
8
5
6
Skills to create a learning organization
Creativity
Passion
Social identity
Self-efficacy
2
5
4
3
Total Number of Question
36
From recognizing individuals and organizations with group interviews for tissue diagnosis to expanding perspectives, we find ROOT CAUSES for phenomena that have occurred with DEEP DIALOGUE
- Target audience: Teams, divisions, and transcription units
- Duration: 5 ~ 8 Hours
- Process:
- Development Methodology Connecting Organizations to Management and Culture
- Emphasizing the relationship between Agile and Facilitation reveals the commonalities between Agile and Facilitative Leadership
- Curriculum
Modules
Key content
How is it done?
AWARENESS
As a step of inviting to the conversation, we check the perception of the individual and the whole, and enter the conversation through the SELF-AWARENESS process
- Mini-diagnosis
- Me these days
Diagnostic & Personal Activities
EXPLORATION
The process of exploring a mental-model to surface specific experiences, thoughts, and opinions at that time
- Bringing up my experience
- Exploring Experience/Try/Results/Faiths
Team Activities
DEEP DIVE
The process of identifying the overall situation (WHOLE PICTURE) through individual experiences and issues and exploring causes, alternatives, etc. from an overall perspective
- Draw a map of the relationship and integration of events
- Issues in-depth dialogue
Team Activities
REFLECTION
In the final stage of the process, share what you learned and realized from the experience of conversation, and share your feelings and thoughts
- on sharing the plan for the following
- (STOP, GO, etc.)