Organizational development (OD) involves aligning an organization's people, systems, and structure with its strategic goals to enhance overall business performance. It is an ongoing and proactive process of organizational change that can lead to reduced staff turnover, improved productivity, and a sustainable competitive advantage.

Despite the potential benefits, many organizations have yet to adopt an integrated OD approach. Those involved in OD often face challenges in clearly defining what it entails and the value it brings.

The Organizational Development masterclass is designed to help you cultivate an integrated approach to OD and demonstrate its value within your organization. This masterclass provides a solid foundation of both theoretical and practical knowledge for OD practitioners.

Course Objectives:

By the end of Organizational Development (OD) Training course you will be able to:

demonstrate an understanding of the history and visions of OD and the role of the OD practitioner
Position and communicate the contribution of OD to your organization in a simple and commercially-driven, yet innovative, way
Understand what is needed to deliver OD successfully at individual and functional levels
Gain a realistic view of the challenges involved
Take away tools to help you apply what you have learned within your organization
apply tools to diagnose an organization’s effectiveness
advise on the role of diagnostic models in assessing the health of the organization
obtain data to decide how to initiate and manage organizational changes, understand the link between data and type of intervention
assess your own instrumentality and personal development needs within the context of the OD role

Who Should Attend?

This Organizational Development (OD) Training course is ideal for:

Human resources professionals, consultants, trainers and other personnel and office administration managers and other functions in the organization
Senior Leaders
Manager or leaders leading change projects

Course Outlines:

Introduction to the organizational development

What is OD and Where does it come from?
What value does it add?
What is its relationship with HR?
What does it look like in practice?
Demystifying the organization and working with organizational models
Looking at the organization as a whole and ‘thinking in layers’
The OD Mindset: thinking systemically
Making sense of OD interventions

The Work of OD and its Concepts and Processes

Intake process
Transactional Analysis
Organization Diagnosis
OD as a consultancy process
Getting below the surface to what really matters
OD interventions

Analytics

Creating Data Collection Tools
Preparing and Facilitating Feedback Sessions
Conducting Interviews and Feedback
Big Data
Collecting and Analyzing Data
Presenting Data and Observations
Data collection plan
Gaining Agreement and Buy-in
Setting Priorities

Strategy

Origins of strategy
Strategic Planning
SWOT analysis
Vision statement
Mission statement
Strategic Goals
OD strategy
Competency Centricity
Compensation Centricity
Performance Centricity
Identifying Action Plans
Creating Project Plans

Change

Designing OD Interventions
Organizing Customer Needs
What is change management?
Implementing Change Management Process
Internal Customer Satisfaction and Engagement
Evaluating Results
Sustaining Change

Maintenance

Preparing the organization for Maintenance
Creating a preventive system
Spending versus end results ROI
Auditing sustainability
Proactivity and continuous development
Dialogic versus Diagnostic

Choosing an Organization Design Model and Approach

Making the case for organization design
Relating structural choices to business strategy
Surfacing the risks in the organization design project
Involving leaders and other stakeholders
Measuring progress during and after the design work.

Filters