Dear All I have created this excel file for OCTAPACE. Based on the answers, a chart will be created automatically. Hope this helps you in your OD interventions with thanks and regards Jalasayanan
From India, Chennai
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10From India, Chennai
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Hi,
Can you provide details on indices and their analysis? Is it that the higher the score, the better it is? I would be really appreciative and grateful if you could share the details.
Regards,
Pratibha
From India, Hyderabad
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Can you provide details on indices and their analysis? Is it that the higher the score, the better it is? I would be really appreciative and grateful if you could share the details.
Regards,
Pratibha
From India, Hyderabad
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OCTAPACE Profiling: A Strategic Tool for OD Initiatives
OCTAPACE profiling is a cultural analysis and strategic way forward for OD initiatives. Objectives and goals of OD initiatives can be derived from this profiling. Openness, Trust, Pro-action, Confrontation, Collaboration, Authenticity, Autonomy, and Experimentation are eight activities where this profile will help the organization.
We should work on gauging the current level of these eight factors and also find out what employees want their organization to be in the future against the same eight parameters. If employees' expectations and current levels are the same, we may conclude these parameters do not require any OD intervention. Alternatives suggest otherwise.
What we should be doing to promote any of these eight parameters is not listed in the profiling. We may look for drawing a detailed "Theory of Change" diagram for finding and implementing OD initiatives.
Regards,
Jalasayanan
From India, Chennai
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OCTAPACE profiling is a cultural analysis and strategic way forward for OD initiatives. Objectives and goals of OD initiatives can be derived from this profiling. Openness, Trust, Pro-action, Confrontation, Collaboration, Authenticity, Autonomy, and Experimentation are eight activities where this profile will help the organization.
We should work on gauging the current level of these eight factors and also find out what employees want their organization to be in the future against the same eight parameters. If employees' expectations and current levels are the same, we may conclude these parameters do not require any OD intervention. Alternatives suggest otherwise.
What we should be doing to promote any of these eight parameters is not listed in the profiling. We may look for drawing a detailed "Theory of Change" diagram for finding and implementing OD initiatives.
Regards,
Jalasayanan
From India, Chennai
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Employee excel sheet.xls