This course provides learners with an overview of OD, its history, current leaders, and common practices. Learners recognize their role as an Organizational Development (OD) professional, which consists of identifying and implementing proven solutions to develop individuals, teams, and organizations. Learners recognize how to develop their skills to succeed as strategic business partners in their organization. and recognize how OD professionals add value to the business by developing strategies that address critical challenges facing the organization.

Learners will identify some of the major OD areas of responsibility within an organization:

What you will learn:

• Gain a stronger understanding of the field of organization development
• Connect OD initiatives to strategic business goals.
• Use the action research process to diagnose opportunities for improving the organiza­tion
• Clearly define your role as an internal OD consultant
• What organization development IS and ISN'T
• OD challenges organizations face

ORGANIZATION SYSTEMS DYNAMICS

This course gives participants an understanding of organizations behavior, their systems and dynamics.  Participants recognize the factors the comprise organizational systems, their behaviors and processes. 

What you will learn:

• Recognize the important system components of an organization
• Understand the Implications for Organizational Effectiveness.
• Identify the formal and informal elements of an organization
• Define organizations as open system
• Recognize the Implications for Organizational Effectiveness.

ORGANIZATION EFFECTIVENESS AND OD INTERVENTIONS

 This workshop provides participants with the skills and knowledge to develop analyze data, determine an action plan and provide recommendations for organizational improvement. In addition, participants will identify specific OD Interventions to develop implementation plans. Participants will also gain experience creating measurement criteria to analyze the effectiveness of the intervention

What you will learn:

* Determine the process for presenting recommendations and an Action Plan
* Identify specific OD Interventions that support organization improvement
* Develop a client intervention plan and define the measurable outcomes
* Identify how to apply these tools in individual situations

What you walk away with:

* Report writing and presentation skills to present findings
* Skills and tools to plan your OD intervention with clients
* Measurement criteria to evaluate outcomes

ORGANIZATIONAL CHANGE AND BEHAVIOR

This course gives participants a framework from the field of organizational development from a system focus and covers identifying organizational change, organizational change behavior, implementing large scale change, and the importance of motivation, diversity, culture, and communications in implementing change.

What you will learn:

• Learn models of change to better understand what to expect when big changes happen in your organization
• Recognize the relationship between motivation and conflict in system culture
• Identify the 8 step model for implementing change
• Understand the communication strategy needed during the change process
• Identify core research-based change theories (Lewin, Beer, Nadler, Kotter)
• Recognize change management skills and tools (APQC, Goodstein, Guy/Beaman, Canter)

Course Requirements

Course Size
To maximize the learning, group size will not exceed 20 for any individual course.

Hours
Each course will requires 2 eight-hour sessions with prework assignments completed prior to attending each course. Learners will be required to complete assignments before each session. On-line learners will spend approximately 20 hours on each course.

Pre-work
Learners will complete an application requirement form to determine their current level of understanding in the field of OD. Learners will also complete a competency assessment and developmental planner, reviewed and approved by their mentor.

Assignments
Learners will complete learning goal assignments each week to accomplish their learning plan.

A mentor will review the outcome of your plan and provide feedback.

Competency Assessment

• Learners complete a competency assessment to determine learning goals.
• Learners develop a learning plan based on the outcome of the competency assessment.

Learner Evaluation

• The participant's learning plan will be evaluated at the end of each course. Learners will receive feedback to indicate their performance outcome.

Course Evaluation

At the conclusion of each module, learners will be asked to evaluate the training in terms of content, delivery and other measures. To assess the improvement of skills, we recommend follow-up in order to reinforce the material learned and to be able to assess the transfer of skills to the job.

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OD Process Consulting

This course give participants an opportunity to develop of their skills  as a internal/external consultant.  Participants identify their role as a change agent, and recognize what OD competencies are needed to be effective when working on client interventions.

What you will learn:

• Gain an understanding of the role of the OD consultant
• Understand what is a change agen
• Identify OD Practitioner Core Competencies
• Realize your OD Role as Partner with the Client

Learners will review the competency requirements, assess their current level of competency, and identify a learning plan. Learners will review each competency requirement and practice demonstrating competencies in action learning projects.

  ORGANIZATION ANALYSIS AND DESIGN

This course provides participants with the basics on how to collect information (with surveys, interviews, etc.), how to analyze the results, and how to use that information to build support for your efforts.  Participants recognize the importance of accurately identifying the source of problems and create solutions. Participants use problem solving tools to analyze problems and identify solid solutions.

What you will learn:

• When and How to Do an Organizational Analysis

• Define tools and process for conducting research
• Learn to use organizational assessments that contain high technical quality and relevance
• Processes Assessing Organizations – What, How, and When
• Purposes of Assessment
• Planning A Sound Evaluation
• Developing Measures
• Collecting, Analyzing, and Interpreting the Data
• Communicating the Results
• Evaluating and Reporting with Integrity

OD FACILITATION SKILLS

This course helps participants build their repertoire of effective group facilitation techniques, including active listening, questioning formats, paraphrasing, redirecting, and leading follow-up sessions. Participants practice planning and facilitating discussions, providing feedback, and employing appropriate training interventions, learn to identify how roles emerge, build consensus, guide decision-making, make observations, and handle difficult participants.

Participants will enhance their skills as a facilitator by asking the right questions, keeping the discussion focused, and encouraging participation within the group. Participant’s receive valuable constructive feedback on the impact of heir facilitation skills.

What you will learn:

• Recognize skills required to effectively facilitate groups and teams
• Recognize the facilitator’s roles and competencies
• Identify a set of tools to manage group process
• Develop skills in facilitation and team building

MANAGING CHANGE

In this course, participants learn the role of the consultant in the change management process.. As a change leader, one of your most powerful strengths is your ability to understand how individuals and systems react to “change.” This understanding will guide you towards developing and implementing strategies that will help you manage the change process more efficiently and effectively. In this course you will explore the key change theories, apply them to real life examples, and begin to create a framework for how you approach change management. A major stumbling block for organizational change efforts is planning the change with people in mind. Through case studies and in class activities you will learn and practice how to design a plan and communicate with the people involved in the change effort.

What you will learn:

• Explore core research-based change theories that you may draw on as you manage change in the future.
• Understand Change and Adult “Willingness to Change/Learn"
• Experience the difference between motivating and demotivating behavior as it applies to change in systems
• Practice creating change management plans that incorporate predictable human reactions to change.
• Refine your understanding of how change happens and your role in facilitating it.