Organisational development (OD) used to belong to the world of I/O psychology. However in the last few years many HR and Learning & Development professionals have moved into OD roles. Here at Elephant we talked to many OD people and found that there was a lack of qualifications, training and support in this field. Following our first OD (re) Design Conference in 2018, we are pleased to have developed the Certificate in Organisational Development.
Our Certificate in Organisational Development (OD) is a 12 month programme for anyone in a role with OD responsibilities, who wants to build both operational and strategic OD skills and grow your knowledge of OD models, tools and techniques.
Over the course you can attend workshops, watch videos, read articles and complete online learning modules and assignments and get coaching and feedback from our team.
The programme also involves assessing your achievement level from the start to the finish.
Who should attend?
You’ll benefit most from the Certificate if you have OD responsibilities in your role. This may mean you are currently in an HR, OD or Learning & Development type role.
What will you finish with?
The Certificate in OD is different from tertiary study as we cover real life, rather than just covering theory. It’s full of practical suggestions and ideas to use. You’ll work through each module, with real case studies and assessments to test you are applying what we’ve covered. Once you’ve completed your final assessment you will be awarded your certificate.
Elephant Certificates are now recognised globally, in New Zealand, Australia, the Pacific Islands, Singapore, Malaysia, Canada, the US and United Kingdom.
The programme investment is NZ$2,250 + GST, AUD$1,950, UK£995 or $1,295.
You will need to complete the on-line application to register for the Certificate. We have three intakes a year, in February, June and October.
These modules must be completed. If you have advanced training or experience in one of these areas, then you can apply to have this module exchanged for an optional module.
Approaches to OD
Understanding the different OD models, how to lead a function and a self assessment and 360 of your skills and experience.
Different ways you can conduct a Training Needs Analysis, as well as building frameworks for developing a strategy and how to present it to your senior leaders.
This module takes you through using specific change tools so you are fully prepared to drive change in your business.
OD Models and Tools
You’ll learn key organisational development models and tools that are essential for OD professionals to use these in capability and development, leadership or culture initiatives.
A key areas many OD professionals are responsible for is building leadership capability across an organisation, and often at different leadership levels. This module covers different way to do this.
Engaging your Managers
Whether during a change project, rolling out a new initiative or launching or reinvigorating an existing programme – using innovative communications to engage your managers can make or break the success of your roll out.
Many organisations are struggling with breaking down silos and trying to create collaboration across the business. Understanding & using team dynamics is an important skill for any OD professional.
Building Company Culture
More and more OD professionals are asked to use the right tools to redefine, measure and build company culture. This module covers tools and case studies. CAN BE EXCHANGED FOR EX STRATEGY IF YOU HAVE CULTURE EXPERIENCE.
Four optional modules can be chosen from our choices or if you attend the OD (re) Design Conference, you only need to choose two optional modules.
Developing an EX Strategy
Many companies are now moving to EX, using principles from CX (customer experience) to build a more engaging employment experience at all levels.
Over the last few years at the HR Game Changer Conference we have explored and discussed what the amazing companies are doing to transform culture and work practises.
Strategic Workforce Planning
OD professionals have a unique view of an organisation’s work patterns and capabilities and can provide frameworks and strategies on workforce planning.
Part of an OD professionals remit is to understand the science and psychology behind psychometric testing, and then being able to assess which psychometric testing and tools will work in different areas of your business.
OD Psychology 101
There are a number of Industrial Organisational (IO) Psychology principles that are useful for anyone working in OD to understand. Using key methodology and practises mean you can put in place solutions that address the root cause of issues.
Whether part of leadership development, L&D programmes or as a tool for OD to use when advising and supporting heir business, understanding and using the principles and models of performance coaching can be very valuable.
Using Metrics and Analytics
Many managers and CEO’s do not understand what an OD function can deliver, as there is a lack of metrics or analytics delivered to the business. Find out how to use metrics effectively.
Wellness and Mental Health
Mental health and wellness are more important than ever before. In an OD role you may be responsible for developing and delivering wellness and mental health programmes.
Developing and Using Competencies
OD can help their business use competencies in a variety of ways. This module covers how to design, develop and use competency models for different OD functions.
Just complete the online application to enrol. We will then liaise with you on your timetable. The programme fees must be paid on registration.
The Certificate is scheduled over 12 months however you can defer completion by a further 6 months due to work or other circumstances.
Please do let us know if you have any questions. Unfortunately we cannot issue refunds once you have started your study.
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