• Understand the importance of change for the organizations
• Discuss the reasons of unsuccessful change transformations and why change might not be appealing within the organization
• Recognize the levels of success of transformational change
• Identify the three main pillars of change leadership; people, content and process
• Outline the triggers that drive the need for change
• Compare the three types of organizational change; Developmental, Transitional and Transformational

Session 1

Session 2

• Common Perspectives And Mistakes In Leading Change
• Levels Of Success
• Three Critical Focus Areas Of Change Leadership
• The Drivers of Change
• Types Of Organizational Change

• Define Organization Development and Identify its value
• Compare the planned change theories and critique the change model
• Apply planned change theories within the organization
• Interpret the role of Organization Development Practitioner including; the internal and external
• Outline the competencies of effective Organization Development Practitioners

• Organization Development Defined
• Theories of Planned Change
• Organization Development Practitioner

• Recognize the steps required to enter into an OD process
• Develop organization development contract
• Formulate the elements needed for the diagnostic process on; organization, group and individual level
• Compare the different data collection techniques, examine the data received from diagnosis and produce the feedback accordingly
• Describe the types of OD interventions and the criteria needed to be successfully implemented
• Plan for successful change implementation within the organization
• Evaluate the effectiveness and efficiency of the organization development intervention tools used
• Execute the institutionalization of Organization Development intervention

Session 4

Session 5

• Entering and Contracting
• Diagnosing
• Collecting, Analyzing, and Feeding Back Diagnostic Information
• Designing Interventions (Further discussed in module 3)
• Managing Change
• Evaluating and Institutionalizing Organization Development Interventions

• Develop interpersonal and group process techniques enduring OD intervention
• Apply system wide approaches to implement change inside the organization
• Distinguish the kinds of organization structure and develop restructuring interventions for organization change
• Use employee involvement as a tool to push decision making downward in the organization as part of the transtructural change program interventions
• Integrate work design approaches; engineering, motivational and sociotechnical systems to achieve high productivity and work satisfaction
• Understand performance management model and align it to business strategy, employee involvement and workplace technology
• Explore and implement effective talent management strategies as human resources change programs
• Recognize and effectively apply workforce diversity intervention and employee stress and wellness interventions
• Explain and discuss the characteristics of transformational change and the factors underlying it
• Recognize, align organization design components and integrate them with internal strategic change for transformational change
• Define and implement culture change process
• Formulate and implement strategic changes through different continuous change practices
• Understand the rationale and examine multi organizational change programs

Session 6

Session 7

Session 8

Session 9

Session 10

Session 11

Human Process Interventions

• Interpersonal and Group Process Approaches
• Organization Process Approaches
• Performance Management
• Talent Management
• Workforce Diversity and Wellness

Technostructural Interventions

• Restructuring Organizations
• Employee Involvement
• Work Design

Strategic Change Interventions

• Transformational Change
• Continuous Change
• Transorganizational Change