Course description
The goal of “Organisation Development” is to create a more effective organisation that can deliver better business outcomes. Although essentially strategic, it is distinctly different from other HR roles and demands a wide range of knowledge and skills. This course is focused on developing yourself as a competent OD professional and will provide you with an overview of the knowledge and skills that are needed.
At CRF we continuously emphasise the importance of HR being “connected” to the business. The OD Professional will undoubtedly fail in achieving anything valuable if they are not able to do this.
OD is a vital strategic function and it needs to gain credibility throughout the organisation from top management downwards. This course is to help you to achieve that.
With this course you will understand what is meant by OD, a bit of its history, and the contribution it can make to the effectiveness of an organisation. The course will summarise how OD projects arise and where from, leading to a five stage model for an OD assignment. These are developed stage by stage, including some insight into the practical design of interventions.
There are some particularly important areas of skill that need to be developed to be professionally effective and these will be also studied during the course.
Upcoming start dates
Suitability - Who should attend?
This is a course aimed at professionals who need to understand and develop organisations to become more effective. It is primarily aimed at those whose full-time role is in OD, but would also be of value to those with a responsibility for performance improvement or managing change. Both internal and external consultants will find it valuable, as will the aspiring or existing HR Director who needs to ensure initiatives in OD are carried out professionally, bring credibility to their function, and add value to the organisation.
Outcome / Qualification etc.
- To understand the value, context and strategic importance of OD, what it should be about and what it should not be about
- To grasp essential knowledge about change and effectiveness within and between groups, both large and small
- To master a five-stage project model and fully understand the practical interventions that can be made in various contexts and to meet a range of problem solving demands
- Whereas all skills training requires practice and feedback to complete the learning cycle, the first stage is to know what one should be able to do, and the module will provide that knowledge over a range of key skill areas
- Be able to assess your knowledge and understanding of the course materials and how you can develop further
- To feel confident as a trained professional, and able to apply all of the above in your own organisation
Training Course Content
Introduction
- CRF Introduction
- Developing the OD Practitioner - Introduction
- The Learning Objectives of the Course
- The Structure of the Course
Organisation Development - What We Need to Know
- Module Introduction
- What Do We Mean By OD?
- It’s Your TurnDiseases That Affect Organisations
- Some Important Mindsets for Making OD Professional
- The Importance of “Data” In OD Work
- Where Do OD Assignments Come From?
- The FIVE Stages of An OD Assignment
- Stage Three/Four : Designing and Implementing An OD Process
- Group Observation
- Group-to-Group Observation
- Designing An OD Intervention
- Challenges for OD In Being Effective
- Building Credibility and Impact
- Module Summary
- Check Your Understanding
- Assignments for The Workplace
- Learning Resources
Critical Skills for the OD Professional
- Module Introduction
- Communication Skills
- Written Communications
- Verbal Presentations
- Gaining Attention and Using the Intranet
- Political Skills
- Influencing Skills
- Consultancy Skills
- Contracting Skills
- Questioning Skills
- Listening Skills
- It’s Your Turn
- Types of Nonverbal Communication
- The Skills of Giving Feedback
- Diagnosis and Analysis
- The Context of An Assignment
- Defining the Problem Clearly
- Research Cause and Effect
- Collect Data
- Analyse or Present the Data
- Facilitation SkillsFacilitation Tools
- Brainstorming
- Group Observation - The “ORCE” Process
- Group-to-Group Observation
- Reciprocal Expectations Analysis
- Empathy Map
- Prioritisation Matrix
- Scenario Planning
- Action Planning
- It’s Your Turn
- Module Summary
- Check Your Understanding
- Assignments for The Workplace
- Learning Resources
Feedback Questionnaire
- Feedback Survey
- Learner Satisfaction
Certificate of Completion
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ABOUT CRF Founded in 1994, Corporate Research Forum (CRF) is a membership organisation whose purpose is to increase the effectiveness of the HR function, in order to drive sustained organisational performance, by developing the capability of HR professionals. Through more than 30...