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Organizational Development OD Masterclass




The Organizational Development (OD) Masterclass training program is an intensive and advanced initiative designed to elevate participants' expertise in driving organizational change and growth. Through a comprehensive curriculum, participants delve into advanced concepts, methodologies, and best practices in OD, equipping them with the skills needed to lead transformative initiatives.

Program Objectives:

At the end of this program, participants will be able to:

  • Demonstrate knowledge of the development of OD, its goals, and the role of the OD practitioner.

  • Simply and commercially-driven but creatively position and explain the value of OD to your organization.

  • Recognize the requirements for successful OD delivery at the individual and functional levels.

  • Get a realistic understanding of the difficulties involved.

  • Take tools with you so you can use what you have learnt at work.

  • Deploy tools to evaluate the efficiency of an organization and provide guidance on the use of diagnostic models to gauge the organization's health

  • Gather information to help you manage and start organizational changes, knowing how data and intervention type are related.

Targeted Audience:

  • Human resources professionals.

  • Consultants.

  • Trainers.

  • Office administration managers.

  • Manager or leaders leading change projects.

  • Senior Leaders.

Program Outline:

Unit 1:

Introduction to Organizational Development:

  • Where does OD come from? What is it?

  • What benefit does it bring?

  • What connection does it have to HR?

  • What does it resemble in real life?

  • Removing the mystique surrounding organizations and utilizing organizational models.

  • Thinking in layers' and taking the organization's overall perspective.

  • The OD Mindset: systemic thinking, AND Understanding OD interventions.

Unit 2:

Work of OD, its Concepts, and its Methods:

  • Entry procedure.

  • Organizational Diagnosis Using Transactional Analysis.

  • OD as a consulting method.

  • Getting to the core of the issue at hand.

  • Interventions in OD.

Unit 3:


  • Making Tools for Data Collection.

  • Getting Feedback Sessions Ready and Running Them.

  • Interviewing and receiving feedback.

  • Data Collection and Analysis Using Big Data.

  • Providing Information and Observations.

  • Plan for obtaining data.

  • Establishing Priorities and Getting Buy-In.

  • Strategy: the genesis of strategy, planning in advance, analysis of SWOT, goal statement, goals and objectives, objects of strategy.

  • OD approach: Centricity of Competence, Centricity of Reimbursement, Centricity of Performance.

  • Choosing Action Plans AND Establishing Project Plans.

Unit 4:


  • The creation of OD interventions.

  • Putting Customer Needs in Order.

  • How do you manage a change?

  • Putting Change Management Process in Place.

  • Internal Customer Engagement and Satisfaction.

  • Evaluation of Change-Sustaining Results.

  • Maintenance: getting the business ready for maintenance, establishing a preventative mechanism, expenditures and final outcomes ROI, sustainability auditing, proactiveness and ongoing improvement.

  • Diagnostic vs. Dialogue.

Unit 5:

Choosing a Model and Approach for Organizational Design:

  • Arguing for organizational design.

  • Connecting architectural decisions to economic strategies.

  • Addressing the risks in the project of organizational design.

  • Leaders and other stakeholders are involved.

  • Tracking development both throughout and after the design process.

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