Large Group Intervention Methods Flashcards
7 cards from real CFE practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Large Group Intervention Methods flashcards as text
In a Future Search conference, how long does the process typically run?
Answer: Two and a half days
Future Search conferences are typically structured over two and a half days to allow deep exploration of past, present, and future themes.
Which large group intervention was specifically designed to help organizations implement rapid strategic change by engaging the entire system simultaneously?
Answer: Real Time Strategic Change (RTSC)
Real Time Strategic Change engages the whole organization simultaneously to accelerate implementation of strategic initiatives.
In Open Space Technology, what is the 'Law of Two Feet'?
Answer: If you are not learning or contributing, move to another session
The Law of Two Feet empowers participants to move freely between sessions when they are neither learning nor contributing.
The World Café method uses 'table hosts' primarily to:
Answer: Welcome new participants and share key insights from previous rounds
Table hosts remain at their tables across rounds to welcome new guests and share insights from previous conversations to build on them.
Appreciative Inquiry's 4-D Cycle begins with which phase?
Answer: Discovery
The 4-D Cycle begins with Discovery, where participants identify and appreciate what already works best in the organization.
Which principle is central to all large group intervention methods regardless of specific approach?
Answer: Whole-system participation in diagnosis and planning
A core principle across all large group interventions is including the whole system—all stakeholders—in diagnosing issues and planning solutions.
In Participative Design Workshops, employees redesign their own work systems primarily to:
Answer: Increase ownership, commitment, and effectiveness of work processes
Participative Design Workshops increase employee ownership and commitment by involving them directly in redesigning their own work systems.