Macro-Design · The duration of this strategy can vary widely, depending on the scope and complexity of the intervention. It can range from several weeks to several months.

Organizational Intervention Strategy (Argyris & Schön)

Argyris and Schön's intervention strategy provides a structured approach to organizational development, focusing on collaborative problem-solving and continuous learning. It involves mapping the problem, internalizing the map, testing the model, inventing solutions, implementing the intervention, and studying its impact.

When to use Organizational Intervention Strategy (Argyris & Schön)

This strategy is most effective in situations where organizations are facing complex challenges that require systemic change. It can be applied in strategic planning initiatives, organizational restructuring projects, and culture change programs.

How Organizational Intervention Strategy (Argyris & Schön) works

Instructional designers can use this strategy to guide the design and implementation of organizational learning initiatives. By involving stakeholders in each phase of the process, they can ensure that the intervention is relevant, effective, and sustainable.

Phases of Organizational Intervention Strategy (Argyris & Schön)

  1. Phase 1: Mapping the problem as clients see it: The team identifies and documents the problem from their perspective, focusing on specific behaviors and consequences; this provides a shared understanding of the current state and sets the stage for collaborative problem-solving.
  2. Phase 2: The internalization of the map by clients: Team members critically examine the problem map, reflecting on their own contributions and assumptions; this fosters self-awareness and ownership of the problem, enabling more effective solutions.
  3. Phase 3: Test the model: The team tests the validity of the problem map by gathering data and seeking feedback from others; this ensures the problem definition is accurate and comprehensive, preventing misdirected efforts.
  4. Phase 4: Invent solutions to the problem and simulate them to explore their possible impact: The team brainstorms potential solutions and simulates their impact to identify the most promising approaches; this allows for experimentation and refinement before committing to a specific course of action.
  5. Phase 5: Produce the intervention: The team implements the chosen solution, making sure to be mindful of any potential challenges; this puts the plan into action and starts the process of positive change.
  6. Phase 6: Study the impact: The team evaluates the effectiveness of the intervention by collecting data and analyzing its impact on the problem; this provides valuable feedback for continuous improvement and ensures the solution is achieving the desired results.

Key principles

  • Collaborative problem-solving
  • Continuous learning and improvement
  • Stakeholder engagement
  • Data-driven decision-making

Best for

  • Facilitating organizational change
  • Improving organizational performance
  • Developing a learning culture
  • Enhancing stakeholder engagement

Considerations

  • Requires a significant investment of time and resources
  • Can be challenging to manage diverse stakeholder perspectives
  • Facilitator needs to be skilled in project management, facilitation, and organizational development

Attribution & sources

Developed by Chris Argyris and Donald Schön, 1978

Primary source

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