Discussion Question Responses

 Respond to the following discussion Questions:

Your response should  rely upon at least two sources from professional literature. This may  include the Argosy University online library resources, relevant  textbooks, peer-reviewed journal articles, and websites created by  professional organizations, agencies, or institutions (.edu, .org, or  .gov). Write in a clear, concise, and organized manner; demonstrate  ethical scholarship in accurate representation and attribution of  sources (i.e., APA format); and use accurate spelling, grammar, and  punctuation.

All written assignments and responses should follow APA rules for attributing sources.

Discussion #1

Block’s Fist Strategy. 

Block  mention in this book that consulting is nothing but a relationship  between the client and consultant it deals with the quality of the  relationship that the client has with the consultant and the consultant  expertise. The consultant must have a tender, caring love to be able to  do their job well no matter what type of challenges they are facing.  Some of their strategies used by Block consultant include training,  technology or one-one coaching and everything is about relationship and  learning that ultimately define their practice. (Block 2011).

Block’s Second Strategy.

In  this chapter nineteen Heart of the Matter, Block choose learning over  teaching this means that consultant is in the business of helping their  client learn, just as it done in the classroom that teachers are  responsible for students to learn. Due to our culture, there is a belief  that individual competition is a way of motivation. He also mentions in  his chapter why learning and changing must happen. (Block 2011).

Block’s Third strategy.

Block  also mention in the Hearth of the matter when it comes to  transformation, change and hope they all self-inflicted. To be able to  achieve an individual must depend on hope. Changing is good because  individual understand that when we rise in a position at the workplace,  there is a need to change. When individuals achieve success in running  the organization, they look at themselves as a finished product. As  consultant employees do not change when management change and learning  is a vital individual does not have to guide or induce change.  Organization or individual must joint it because both the client and the  consultant are a learner (2011).

Explain why you chose these three strategies and not the others.

Block  strategies are interpersonal strategies where communication is vital,  and it put the client in a learning mold which helps the client and the  consultants to work on the problems. Training and employees involvement  give the organization exceptional value. When employees are training by  their leaders the leader vision is passed to them that means that they  can be held accountable through measurements and reward. (Lock2011).

Analyze  your ability to incorporate these strategies into a consulting project.  Identify the skills you are lacking to use these strategies.

Incorporating  these strategies into a consultant project is it not going to be easy,  but it can be done if proper training is received and what I learned  from this class. I have not done a consultant job before. In this class I  have learnt how crucial it is when it comes to client and consultant  relationship communication, skill to do the job and how vital it to  include your top managers in decision-making process, According to  Johnson (2010) if organization did not include their top manager in the  decision-making process the organization have a high risk of failure.

Explain what you can do to develop these skills. Describe a plan for how you would develop these skills.

Developing  this skill as a consultant means that an expert must train me to reach  these goals. That means training is vital to have better communication,  how to develop a relationship with the client, how to faced client  challenges, how to handle the problematic patient, how to collect data  and analyze and implement a plan for the organization and the most  important collaboration. All this training will help me to develop  skills.

References

Block, P. (2011). Reforming leadership. Leadership Excellence, 28(10), 16-17. Retrieved from

 https://login.libproxy.edmc.edu/login?url=https://search-proquest-com.libproxy.edmc.edu/docview/903978227?accountid=34899 

Block, P. Flawless Consulting: A Guide to Getting Your Expertise Used. Retrieved

 from https://learning.orelly.com/library/view/peter-block-flawless/9780787948030/ch19.html 

Johnson,R. (2010).Consultant can be scary.: supply house time. Retrieved from

http://login.libproxedmc.edu/login?url=//https://search-proquest-con.libproxy.edu/docview/7560134?account-id=34899.M7 Assigement

Discussion #2

  

1.Describe  and analyze the three strategies Block (2011) describes for successful  consulting that you think can create the most impact.

One  strategy is learning over teaching. There’s a different when someone is  teaching a particular area and trying to get the individuals to  understand what was explained. I feel when something is taught the  leader must explain why something is in order for the students to  continue on (Block, 2011).

Learning  starts from the actual deliver of the information. When someone is  training to explain what has been taught it may fall back on the actual  teacher. However, when learning something new taking notes are required.  Training books that provided job skills and techniques for One example  can be a group of new employees are about to hit the floor at their  local call center that handles prescription drugs (Block, 2011).

Consultant  building trust is one area that must continue to be followed in all  organizations. The consultant has to stay committed to improving and  helping the client. Honesty is the best policy will be improving an  organization (Block, 2011).

Dealing  with functions of umpire grader and consultant facilitator at the same  time has its pros and cons. Grader may form the grade based on based  information. While the other facilitator has a particular scale that is  reviewed. More than so the facilitator must continue to have all  information correct in order for the organization to continue to run. 

2.Explain why you chose these three strategies and not the others.

The  purpose of selecting the three strategies chosen is because they are  most important to and it deals with some areas in my current  organization. Leaders must teach and provide great quality in giving  great information to improve.

3.Analyze  your ability to incorporate these strategies into a consulting project.  Identify the skills you are lacking to use these strategies.

The  skills lacking is the unknown or not knowing. What I encourage is for  the unknown and knowing to me explained in surveys or monthly meeting  for a connected to the organization to know the in and out of the  organization. Honesty and defense are areas that still need  improvements. I can be honesty and provide the correct information along  with doing my job. However, in some areas I may defend something that  is not correct, due to saving someone’s job (Diamond, 2008). 

4.Explain what you can do to develop these skills. Describe a plan for how you would develop these skills.

One  on ones will be developed. The one on ones are to understand from  employees what issues they are having or issues within the organization.  The issues can include technology errors, system issues, and  miscommunication. A training every thirty days will go over must haves  of the organization. The must haves will include improvements of the  organization and refresher of skills (Kykyri,  Puutio, & Wahlström,  2010).

References

Block. P (2011). Flawless Consulting: A Guide to Getting Your Expertise Used, 3rd

Diamond, M. A. (2008). Telling them what they know: Organizational change, defensive 

resistance, and the unthought known. The Journal of Applied Behavioral Science, 44(3), 348. 

Available through Sage Journals.

Kykyri, V., Puutio, R., & Wahlström, J. (2010). Inviting participation in organizational change 

through ownership talk. The Journal of Applied Behavioral Science, 46(1), 92. Available through Sage Journals.