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 you need to design a complete learning experience from scratch
You're planning a workshop, training, or learning session and need a proven structure to organize your content and activities.
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.
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.
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.
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.
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.
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.
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.
Ensures your session has clear goals, logical flow, and measurable outcomes.
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.
- 1Start by defining what success looks like at the end
- 2Work backwards from outcomes to activities
- 3Build in checkpoints to verify learning
- 4Allow time for practice and application
- Facilitating organizational change
- Improving organizational performance
- Developing a learning culture
- Enhancing stakeholder engagement
- Collaborative problem-solving
- Continuous learning and improvement
- Stakeholder engagement
- Data-driven decision-making
- 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