Module 1: Introduction to Change, Transformation and Organisation Development
This module outlines the evolution of the OD field and surfaces the key ethical considerations in designing change and development programmes. Particular attention will be focused on process consultation and the skills of the OD practitioner as well as the creation of learning and adaptive organisations.
Module 2: Diagnostic Models and Organisational Analysis
This module addrsses the initial phases of an organisational intervention. It speaks to the important pre-contracting and contracting phases of an intervention-both for external and internal consultants. It then moves on to discuss and evaluate frameworks for organisational diagnosis. As part of the diagnostic process, data collection, analysis and feedback mechanisms are also outlined.
Deeper understanding of analytical frameworks to evaluate organisations
Familiairty with approaches to diagnosis, including action research and appreciative inquiry
Enhanced skills at designing data collection approaches including interviewing, survey research and observation
Enhanced insight into feedback of data as an intervention in organisations
Module 3: Individual Level Interventions
This module will focus on enhancing participants selfawareness as change leaders. In addition some psychometric assessments will be evaluated in this module. Participants will use these assessments, evaluate their impact and identify situations where such interventions would be useful.
Module 4: Group and Team Development Interventions
This module will examine the role of team and groups in organisational renewal and transformation. Participants will explore the difference between teams and groups and which is fit for purpose. The module will identify the key characteristics of high performing teams as well as common group dynamics that impact performance. Participants will also complete a high performing team diagnostic with a team in their own organisation and in doing so will experience a systemic team development process and the challenges of working with teams within that process. The role of the leader in coaching the team will be a key focus.
By the end of the module, participants will be able to:
Differentiate between teams and groups and which is best for purpose for particular work and projects
Understand key team dynamics and how these impact performance
Identify the common characteristics of a high performing team
Identify and plan interventions for a team in their own organisation based on a high performing team diagnostic tool
Understand the role of the leader in developing and coaching the team
Create a team development process and action plan
Module 5: Organisational Culture and Major Systems Interventions
There is hardly any organisation in todays global context that is not confronted with the need for change. Leaders of large and small companies are facing radically new technologies, global markets, new competition, and social shifts. Organisational leaders formulate strategies that are aimed at surviving and prospering under new competitive conditions, but fundamental changes deep inside the organisation are needed in order to execute such strategies. Organisational leaders are often aware of the need for change and spend staggering sums of money on change consulting and change efforts, yet many of these efforts do not succeed.
In this module, participants will explore the underlying elements of successful organisational changes. The module draws from a range of fields, including strategy, organisational behaviour, sociology and psychology. It will examine the fundamental nature of change and the challenges that leaders face as they plan and execute their efforts. The module emphasises individual, organizational and societal elements required for successful and lasting change.
Develop a framework for extraordinary change leadership (what are the underpinnings?)
Develop the connections between strategy, structure, people, process, and rewards in organisational change efforts
Understand how extraordinary leaders develop winning strategies for their domains
Flexing change leadership to suit the changing context
Identify best practices for spotting emerging talent within organisations
As part of a change initiative, make effective decisions around selection and succession by translating assumptions about potential into hard data
Investigate the role of "soft skills" training in organisational change initiatives
Examine leadership strategies for creating effective, sustained organisational change in which employee empowerment is a central aim of and vehicle for change
How to manage the tension between strategic planning and execution in a real-time environment
Explore the intersection between intended, emergent and realized strategy in successful change efforts
Module 6: Leading Change & Evaluation
This module will speak to the characteristics required of change leaders at all levels in the organisation. Change leadership tactics at senior levels willl be contrasted with tactics to be employed at lower levels in the organisation. Thereafter, the second part of the module addreses the critical issue of evaluating the efficacy and ROI from organisational interventions. Particular attention will be paid to ensuring that evidence of intervention performance can be generated.
Enhanced understanding of the personal skills and characteristics required of change leaders
Insight into the evaluation of interventions and designing
effective assessment methods
Enhanced skills at feedback of evaluation data