Organizational Interventions

ORGANIZATIONAL INTERVENTIONS 1
Organizational Interventions
Demario Eley
BUS370: Organizational Development
February 24, 2018
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Organizational Interventions
Organizational Interventions are change activities or a set of change activities that are
applied to resolve the presenting problem. Interventions are commonly used in corporations and
there are several types. The two areas of focus will be Training Groups or T-Groups and
Coaching activities. These intervention tie into the fabric of learning and development of
employees. This paper is to compare and contrast the two intervention types and the issues that
these types are used to address.
T-Groups
T-Groups are a concept of intervention that includes activities designed to improve
individual’s skills, abilities and knowledge (Sarkar, 2017). This method was created by Kurt
Lewin who is a pioneer in the world of organizational development. T-Groups can improve
emotional intelligence, which is directly related to work effectiveness (Crosby, 2012). T-Groups
can be effective anywhere in the timeline of employee development. Learning and Development
initiatives are integral in all organizations due to the needs of the business. New products,
services and procedures are constant in business. To ensure teams are properly equipped to
handle changing expectations, training needs to be in place from the beginning of a career until
an employee moves out of the organization. New Hire employees are mainly members of T-
Groups, weather you are going through orientation in a solo capacity or are a part of a team.
Incumbent employees normally experience T-Group sessions as refreshers or upskill training.
Activities are numerous and cover a wide range, these activities may be directed toward
leadership issues, responsibilities ad functions of group members, decision-making, problem
solving goals, goal setting and planning as well (Sarkar, 2017).
Coaching
Coaching includes a consultant or leader that works with subordinates or members of
their organization in order to help define goals, learn how others see their behavior and learn new
behaviors to help them better achieve their goals (Sarkar, 2017). Coaching can be scheduled or
impromptu, depending on the situation. Coaching involves a coachee that falls under the tutelage
of their coach, which in most cases is their direct supervisor or manager. Coaching is a highly
individualized process that depends on both the nature of the client and the coach’s knowledge,
skills and abilities (“Coaching in a Business Environment”, 2017). Coaching sessions are used to
develop employees and can also be used to build rapport and strengthen relationships in
business. This method is commonplace and has generally positive reviews. Coaching can be used
in management and HR Development, diversity and inclusion improvement and overall
engagement processes within the organization. Coaches in business can internal or external but
either option provide great flexibility for the business.
Comparison
In terms of numbers or head count, there are far less moving parts needed to conduct a
coaching session versus putting together a productive T-group training session. When a coaching
session is established, there is a direct line of events that are tailor made for the attendee of the
coaching, versus the holistic view of a training session. Corporations utilize both of these
interventions but the biggest ROI or return of investment is seen in coaching because of the
personal nature of the instruction. Companies can create manager development course for their
employees or a career progression paths but ultimately it’s understood that everyone is not cut
out for a manger’s role. The managers that are selected may not all possess the skills for an
executive role, but these are details that can be outlined with one on one coaching sessions. That
is the specific advantage that coaching sessions have over T-groups. The advantage of a T-group
over that of a coaching session are the team building aspects of a group, because more people are
involved and are forced to work together in groups, this leads to a better comradery and stronger
loyalties within the organization.
In closing, both of these interventions present their benefits and also their flaws, but they
both are necessary within an organization. These interventions can help shape the vison of an
organization and help to identify high potential employees. The choice of which intervention to
use really depends on the factors of demographics, intended outcomes and financial allocations
of an organization.
References
T-Groups – "...the most significant social invention of the (20th) century.” (2015, January 11).
Retrieved February 25, 2018, from https://crosbyandassociates.wordpress.com/2012/12/06/t-
groups-misundertood-all-too-often-historically-mismanged-yet-the-most-significant-social-
invention-of-the-century-according-to-carl-rogers/
Sarkar, P. (n.d.). Classifying the different types of Organizational development interventions.
Retrieved February 25, 2018, from https://www.tuturself.com/posts/view?
menuId=136&postId=1027
Coaching in a Business Environment. (2017, April 11). Retrieved February 24, 2018, from
https://www.shrm.org/resourcesandtools/tools-and-
samples/toolkits/pages/coachinginabusinessenvironment.aspx
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ORGANIZATIONAL INTERVENTIONS 1

BUS370: Organizational Development

February 24, 2018

these types are used to address.

T-Groups are a concept of intervention that includes activities designed to improve

Incumbent employees normally experience T-Group sessions as refreshers or upskill training.

leadership issues, responsibilities ad functions of group members, decision-making, problem

solving goals, goal setting and planning as well (Sarkar, 2017).

Coaching includes a consultant or leader that works with subordinates or members of

in management and HR Development, diversity and inclusion improvement and overall

either option provide great flexibility for the business.

loyalties within the organization.

Retrieved February 25, 2018, from https://crosbyandassociates.wordpress.com/2012/12/06/t-

Sarkar, P. (n.d.). Classifying the different types of Organizational development interventions.

Retrieved February 25, 2018, from https://www.tuturself.com/posts/view?

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