4 ), 297 – 317 W r i t i n g
*This Action Research Discussion is worth more points than other Discussions in the course. Refer to course syllabus and to grading rubric.
The beauty of the Mastermind Groups is that participants raise the bar by challenging each other to create and implement goals, brainstorm ideas, and support each other with total honesty, respect, and compassion. Mastermind participants act as catalysts for growth, devil’s advocates, and supportive colleagues.
—Ornstein & Baum, 2012
Continued practice with your OD skills will help refine your craft and make you a more effective consultant. As a participant in a Mastermind group, you had the opportunity to collaborate with your colleagues to work toward solving a problem. What OD skills made this collaboration effective? What do you see as the pros and cons to a Mastermind group?
If you have never participated in a Mastermind session before, the experience was likely both helpful and challenging. You may have received beneficial advice as well as some candid critiques. This is precisely the goal of the Mastermind model.
In this week’s Discussion, you review and reflect on your Mastermind group interactions and evaluate the efficacy of this process.
Ornstein, H., & Baum, N. (2012). A mystical evening with the bright future of our profession. Podiatry Management, 31(2), 185. Retrieved from https://search-ebscohost-com.ezp.waldenulibrary.or…
Review this week’s Learning Resources on the coaching process and meet with your Mastermind group to discuss each participant’s personal goal/objective.
By Day 3
Post a response to the following:
Reflect upon and discuss the results of your Mastermind group with the coaching process in mind.
- Based on your Mastermind group and the Learning Resources you read in Week 9, discuss how you used coaching techniques and methods to support your Mastermind group members.
- What goal did you present?
- What types of probing questions were asked of you?
- How did the team support/assist you?
- What were the results of your Mastermind?
- Were you able to accomplish the goal you shared with your group? If not, what proactive steps are you taking, based on the input from your Mastermind team, to achieve your goal?
- How will you continue to hold each other accountable?
Note: To access this week’s required Harvard Business Review resources, select the article link and navigate to the relevant article or go back to Blackboard and select Harvard Business Articles from the course navigation menu.
Giberson, T., & Miklos, S. (2012). Coaching. TIP: The Industrial-Organizational Psychologist, 49(3), 53. https://search-ebscohost-com.ezp.waldenulibrary.org/login.aspx?direct=true&db=edb&AN=73917719&site=eds-live&scope=site
Myers, A. C., & Bachkirova, T. (2018). Towards a process-based typology of workplace coaching: An empirical investigation. Consulting Psychology Journal: Practice and Research, 70(4), 297–317. http://dx.doi.org/10.1037/cpb0000118
Rothwell, W. J. (2015). Organization development fundamentals: Managing strategic change. Alexandria, VA: ATD Press.
- Chapter 7, “Special Issues in Organization Development”
The Coaches Training Institute. (2011). Coaching vs. therapy: What are the differences and when do you refer? Retrieved from https://coactive.com/learning-hub/fundamentals/res…
The Coaches Training Institute. (n.d.). Coaching vs. therapy: What are the differences and when do you refer? Retrieved from https://coactive.com/learning-hub/fundamentals/res/topics/FUN-Coaching-vs-Therapy.pdf. Used with permission of The Coaches Training Institute.
Tjan, A. K., (2017, February 27). What the best mentors do. Harvard Business Review.
Document: Mastermind Group Overview