Training Course on Organizational Development

Overview

• Organizational Development (OD) is a strategic, evidence-based approach to improving an organisation’s effectiveness through planned change in culture, processes, and structures.
• This course equips participants with the knowledge, tools, and skills to lead and implement OD initiatives that align people, strategy, and systems for sustainable growth.
• Emphasis on real-world applications, behavioural science principles, and change management models ensures practical readiness.

Learning Objectives

• Understand the fundamental concepts, history, and values of Organizational Development.
• Identify and analyse organisational challenges using diagnostic models and data-driven approaches.
• Develop and apply effective OD interventions and change management strategies.
• Enhance skills in consulting, facilitation, and ethical decision-making within OD contexts.
• Measure and evaluate the impact of OD initiatives on organisational and individual performance.
• Build capabilities to foster a culture of continuous improvement and adaptability.

Training Methodology

• Combination of interactive lectures, case studies, and real-world examples to ground theory in practice.
• Hands-on workshops and group activities to simulate OD diagnostics, intervention design, and implementation.
• Role-playing exercises to practise facilitation, coaching, and stakeholder engagement.
• Use of contemporary OD models such as Lewin’s Change Model, Appreciative Inquiry, and Action Research.
• Continuous knowledge checks and reflection sessions to reinforce learning and application.
• Access to templates, tools, and resources for post-course implementation support.

Organisational and Personal Impact

• Organisations gain enhanced agility, improved culture, and aligned strategic execution leading to higher performance and employee engagement.
• Participants develop leadership competencies in managing complex change, influencing organisational culture, and driving innovation.
• Improved collaboration across departments and clearer communication channels reduce resistance and increase buy-in.
• Personal growth through strengthened consulting, analytical, and ethical decision-making skills.
• Long-term benefits include sustained organisational health, resilience to market shifts, and a proactive approach to workforce development.

Target Audience

• HR professionals, OD practitioners, and internal/external consultants responsible for change initiatives.
• Team leaders, managers, and directors seeking to understand and lead organisational transformation.
• Senior executives aiming to align culture and strategy for competitive advantage.
• Business analysts and project managers involved in process improvement and organisational design.
• Anyone interested in developing expertise in systemic change and organisational effectiveness.

Course Outline

Day 1: Foundations of Organizational Development

• Introduction to OD: Definitions, history, and core values
• The business case for OD: Why organisations need planned change
• Overview of OD models and theories (Lewin, Action Research, Appreciative Inquiry)
• Understanding organisational culture and its impact on change

Day 2: Diagnosing Organisational Challenges

• Diagnostic tools and frameworks (Six-Box Model, SWOT, Force Field Analysis)
• Data gathering techniques: surveys, interviews, observation
• Analysing organisational systems and identifying blockages
• Ethical considerations in diagnosis and data use

Day 3: Designing and Planning OD Interventions

• Types of OD interventions: structural, process, human resource, strategic
• Planning change initiatives: setting objectives, stakeholder analysis, communication plans
• Role of the OD practitioner: consulting skills, contracting, facilitation
• Managing resistance and building engagement

Day 4: Implementing and Managing Change

• Change management strategies and models in practice
• Facilitating workshops and large group interventions
• Coaching and supporting leaders through transitions
• Monitoring progress and adapting interventions

Day 5: Evaluating Impact and Sustaining Change

• Measuring OD outcomes: qualitative and quantitative metrics
• Feedback mechanisms and continuous improvement cycles
• Institutionalising change: embedding new behaviours and systems
• Personal development plans and next steps for participants

Conclusion

• Organizational Development is a critical capability for thriving in today’s dynamic business environment.
• This course empowers participants to become effective change agents who can diagnose, design, and deliver impactful OD initiatives.
• By integrating theory with practical tools and ethical leadership, organisations and individuals can achieve lasting transformation.
• Participants leave equipped to foster cultures of adaptability, innovation, and sustained organisational success.
• We encourage ongoing learning and application to continuously evolve your organisation and career in OD.