Organizational Development (OD) has become increasingly important for organizations today because the world is moving so fast that organizations must find ways to be more effective, more innovative, more customer-focused and more agile. Cumming and Worley (1997) define organizational development as “a process that applies a broad range of behavioral science knowledge and practices to help organizations develop their capacity to change and achieve greater effectiveness” (p. 1) . Therefore, OD will help organizations understand how people act to change and what methods of change can work with the resistance to change that usually occurs in organizations undergoing change. Since my focus on the SPS program is organizational development, it is important to study organizational intervention and change implementation to know how to operate and utilize change methods that appear to be vital to solving any problems that arise. What I first learned about the courseIn this course I learned that change methods could be divided into four purposes: adaptable, planning, structuring, improving, and supporting (Holman, Devane, & Cady, 2007). In addition to purpose, Holman, Devane, and Cady (2007) state that individuals and organizations must consider system type, event size, duration, cycle, practitioner preparation, and special resource needs. Since there are many methods to learn about, the IIMT article helped me thoroughly understand the methods I thought were interesting. I chose to study the appreciative inquiry of adaptable methods, the scenario thinking of planning methods, the participatory design workshop of structuring methods, and the Six Sigma approach of improvement methods. In carrying out this task,... in the center of the sheet... experiences and information relating to the problems. This was the first time I was involved in an aquarium conversation and I found it to be a simple and effective technique for building mutual trust and understanding and improving the relationship between members. Overall, studying organizational intervention and change implementation through reading the book, attending class, doing tasks like IIMT and TIMPF, taking part in the process of organizational interventions and having a conversation in an aquarium help me to be very knowledgeable about models of change, to work effectively in teams and to learn from the experiences and behaviors of classmates competence. More importantly, I gained a lot of confidence in areas where I previously had little to no experience. I can now have the ability to diagnose an organization's problems and implement appropriate change methods.