space.discussion.Module+V


 * Module V: Levels of Engagement**

//Readings// Chapter 12. Teaching Smart People How to Learn Chapter 13. Facilitative Process Interventions: Task Processes in Group Chapter 14. Large Group Interventions and Dynamics

[|Ladder of Inference - Chris Argyris]

//**study questions and class discussion:**//

//** 1. What do we mean by the concept levels of engagement (i.e., individual, task group, large group, system)? What makes this an important concept in effective consulting? **//

//** 2. If people are smart, why do they need to learn how to learn? What does Argyris mean by that? **//

//** 3. What is the difference between process and content? What is your comfort as a consultant working on the process level? On the content level? How strong are your process skills? How do you know? What are your “content” specialty areas? (i.e., where could you, as a consultant, add content value in organizational decision making?) And should you? **//

//** 4. How do large group dynamics differ from those of task groups, as described by Schein? **//

5. What are the central dilemmas in large group systems, according to Bunker and Alban? Provide an example from your own experiences of each.

Class activity - Individual diagnosis of skills and comfort zones

When we only have a hammer, all the world looks like a nail. Consultants need a variety of diagnostic tools and perspectives to inform their work – and assess accurately the fit between their skills and client needs. Reflect on the readings and assess where your skills, strengths, and comforts as a consultant lie. Which of the readings introduced new ideas? Which were comfortable? In what ways did they connect to past experiences? Identify gaps in your past preparation, experience, and learning.

==== What learning goals and plans can you set for yourself to strengthen those areas? Outline such a plan. Reflect on your personal values statement written for the first assignment. ====