• How important is emotional labor during change? What are differences between how "surface" vs. "deep" acting may be evident in response to a change initiative. While considering applying OD principles, how can we implement systematic, sweeping change while considering the emotional impacts on groups, teams, and organizations? What various other systems (economic, societal, political, philosophical, legal) may be impacted and involved in need to change. Why? How?
• Can you describe a time when you effectively managed someone's emotions? What happened? What was the result?
• Which Baldrige principles would you consider applying, as they reflect on excellence as part of organizational development?