The Organizational Development (OD) Masterclass training program is an intensive and advanced initiative designed to elevate participants' expertise in driving organizational change and growth. Through a comprehensive curriculum, participants delve into advanced concepts, methodologies, and best practices in OD, equipping them with the skills needed to lead transformative initiatives.
Demonstrate knowledge of the development of OD, its goals, and the role of the OD practitioner.
Simply and commercially-driven but creatively position and explain the value of OD to your organization.
Recognize the requirements for successful OD delivery at the individual and functional levels.
Get a realistic understanding of the difficulties involved.
Take tools with you so you can use what you have learnt at work.
Deploy tools to evaluate the efficiency of an organization and provide guidance on the use of diagnostic models to gauge the organization's health
Gather information to help you manage and start organizational changes, knowing how data and intervention types relate.
Human resources professionals.
Consultants.
Trainers.
Office administration managers.
Managers or leaders leading change projects.
Senior Leaders.
Where does OD come from? What is it?
What benefit does it bring?
What connection does it have to HR?
What does it resemble in real life?
Removing the mystique surrounding organizations and utilizing organizational models.
Thinking in layers' and taking the organization's overall perspective.
The OD Mindset: systemic thinking, AND Understanding OD interventions.
Entry procedure.
Organizational Diagnosis Using Transactional Analysis.
OD as a consulting method.
Getting to the core of the issue at hand.
Interventions in OD.
Making Tools for Data Collection.
Getting Feedback Sessions Ready and Running Them.
Interviewing and receiving feedback.
Data Collection and Analysis Using Big Data.
Providing Information and Observations.
Plan for obtaining data.
Establishing Priorities and Getting Buy-In.
Strategy: the genesis of strategy, planning, analysis of SWOT, goal statement, goals and objectives, and strategy objectives.
OD approach: Centricity of Competence, Centricity of Reimbursement, Centricity of Performance.
Choosing Action Plans AND Establishing Project Plans.
Putting Customer Needs in Order.
How do you manage a change?
Putting Change Management Process in Place.
Internal Customer Engagement and Satisfaction.
Evaluation of Change-Sustaining Results.
Maintenance: Readiness, preventive mechanisms, costs and ROI, sustainability audits, and continuous improvement.
Diagnostic vs. Dialogue.
Arguing for organizational design.
Connecting architectural decisions to economic strategies.
Addressing the risks in the project of organizational design.
Leaders and other stakeholders are involved.
Tracking development both throughout and after the design process.
