Organizational Development OD Masterclass

Overview:

Introduction:

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.

Program Objectives:

At the end of this program, participants will be able to:

• 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 type are related.

Targeted Audience:

• Human resources professionals.

• Consultants.

• Trainers.

• Office administration managers.

• Manager or leaders leading change projects.

• Senior Leaders.

Program Outline:

Unit 1:

Introduction to Organizational Development:

• 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.

Unit 2:

Work of OD, its Concepts, and its Methods:

• Entry procedure.

• Organizational Diagnosis Using Transactional Analysis.

• OD as a consulting method.

• Getting to the core of the issue at hand.

• Interventions in OD.

Unit 3:

Analytics:

• 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 in advance, analysis of SWOT, goal statement, goals and objectives, objects of strategy.

• OD approach: Centricity of Competence, Centricity of Reimbursement, Centricity of Performance.

• Choosing Action Plans AND Establishing Project Plans.

Unit 4:

Change:

• The creation of OD interventions.

• 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: getting the business ready for maintenance, establishing a preventative mechanism, expenditures and final outcomes ROI, sustainability auditing, proactiveness and ongoing improvement.

• Diagnostic vs. Dialogue.

Unit 5:

Choosing a Model and Approach for Organizational Design:

• 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.