Module 01Question 1: My individual development planningIntroductionFacilitation is defined as “the act of making something easier” (http://www.ica-uk.org.uk/ what-is-facilitation ) and in a group situation, this means that the facilitator works with a group of people to help them work together, define and achieve their goals, as well as overcome any difficulties encountered. The focus should be not just on solving each problem as it arises, but rather on creating a sustainable, changed organization with lasting effects. This is where the critical role of the Organization Development (OD) practitioner comes into play. Knowledge of OD theories, principles and techniques means that the OD practitioner must have an in-depth understanding of the different theories that underpin OD and must be particularly strong in interpreting this theory and using it in practical applications. Knowledge and ability to apply action research is a fundamental skill that underpins almost all OD interventions. The practitioner must know what interventions are available, what they do, where and how they are applicable, what their strengths and weaknesses are, and how to modify them. The human element in being an effective OD practitioner means that strong interpersonal relationships are developed. Establishing these relationships will allow the OD practitioner to help understand the values ​​of the organization, the “culture” of the organization, collect relevant data, and conduct an accurate analysis of the challenges that need to be overcome and institutionalized change. The ability to manage oneself (intrapersonal management) and to manage others (interpersonal relationships) is of crucial importance. Often the DO...in the middle of the document......will take on both roles and must clearly indicate when movements between process and content take place. It's all about managing the group's expectations by ensuring that there is a good balance between process and content. Appropriate content hastily adopted in a too-quick process is unlikely to lead participants to truly take ownership of the commitments made. A process that honors and elicits meaningful individual contributions, but produces no decisions or actions, would also be unsatisfactory.References1. http://www.ica-uk.org.uk/what-is-facilitation Revised February 16, 2014.2. http://www.businessdictionary.com/definition/group.html Revised February 17, 20143. https://www.google.co.za/search?q=stages+of+group+development&tbm=isch&tbo=u&source=univ&sa =X&ei=n5sBU8TSNqTe7Abmq4C4CA&ved=0CDcQsAQ&biw=1600&bih=717 Revised February 17 2014