Companies today need HR professionals who do not just support operations but transform them. Organizational Development (OD) is the field that enables you to assess problems, plan impactful interventions, and measure ROI just like consultants from McKinsey or BCG. This course gives you over 30 ready to use tools, step by step models, and homework with feedback. You will learn what OD is and how it supports business strategy, the difference between OD, HR, and external consulting, how to assess organizational needs using interviews, surveys, and diagnostics, how to plan and implement effective change at individual, team, and company levels, how to apply the PDCA cycle, Research Action model, and OD process frameworks, how to design and facilitate interventions including coaching, team building, and process improvement, and how to manage change using models from Kotter and Lewin.

This Course Offers

• Foundations of Organizational Development and launching OD projects: Understand what OD is and why it matters, the Research Action and PDCA models, the OD process step by step, when and how to use OD in business, selling ideas to leadership, aligning with business strategy, and using project management and systems thinking.
• Diagnosing the organization and planning change: Use tools including observations, surveys, and interviews for needs assessment. Build cause effect diagrams for intervention planning at individual, team, process, and global levels.
• Implementing change and measuring success: Master individual tools including coaching, mentoring, and 360 degree feedback. Master team tools including team building, brainstorming, and process discussions. Master global tools including virtual teams and cross border cultures. Evaluate using the Kirkpatrick Model, Balanced Scorecard, and calculating ROI.
• Change management and OD consulting: Apply Kotter's 8 step model, Lewin's change theory, and manage resistance to change. Learn how to become a strategic OD leader.

Why We Love This Course

1. One student review noted it was good and descriptive.
2. Another said it is very informative.
3. Another noted it is helpful in becoming a virtual executive assistant.
4. It includes a role play, practice test, assignments, and 8 downloadable resources.

OD is the discipline that transforms organizations. The question is whether you want to become a certified OD practitioner who can drive business transformation, or stay stuck with broken processes and low engagement.

• HR Generalists and Business Partners who want to become more strategic and solve real business problems.
• HR Managers and Directors seeking to expand their competencies beyond routine HR tasks.
• OD Specialists and Consultants who want structured tools and frameworks to improve their practice.
• Line Managers and Team Leaders aiming to develop stronger teams and processes.
• Business owners and entrepreneurs interested in optimizing organizational structure and performance.
• Aspiring HR professionals preparing for more senior or strategic HR roles.

• A basic understanding of HR or business operations.
• An interest in solving organizational problems or leading change.
• Access to a workplace or real case for applying tools during assignments is optional but useful.

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