Building Organizational development Capability: Strategy and Execution
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Building Organizational development Capability: Strategy and Execution Course
Introduction:
Organizational capabilities are concerned with the ability of the organization to combine different types of resources, especially organization-specific knowledge embodied in the employees, to create new resources that enable the organization to achieve and sustain its competitive advantage.
Organizational capabilities are viewed as a type of strategic resource since it is rare, valuable, inimitable, non-tradable, and non-substitutable.
By attending this course, you will learn how to define and position the contribution of Organizational development in your organization and articulate this in the workplace, building your credibility.
This course gives you not only the knowledge and skills needed but also the understanding and confidence to use this, with traction, back in your organization.
Course Objectives:
By the end of the Building Organizational Development Capability Strategy and Execution training course, participants will be able to:
- What Organizational development is and isn’t (with context)
- Linking strategy and execution – with a focus on tools, tactics, and tips for driving value
- How Organizational development is approached in other organizations and how to use it effectively in your organization
- How to drive and communicate the benefits of OD within your organization.
- Ability to position and communicate the contribution of OD to your business in a simple, commercial yet innovative way
- Understand what is needed to deliver OD successfully, at individual and functional levels, and to support functional and individual development plans
- Gain a realistic view of the challenges
- Real-life case studies and examples bring the application of OD to life; take away tools to be able to apply these lessons to your organization.
Who Should Attend?
This Building OD Capability: Strategy and Execution course is ideal for:
- HR directors and HR business partners,
- OD partners and other leaders and professionals charged with setting up or delivering organizational development capability through their function or role.
Course Outlines:
What is Organizational Development?
- What is Organizational Development and Where does it come from?
- What value does it add?
- What is its relationship with HR?
- What does it look like in practice?
- Demystifying the organization and working with organizational models
- Looking at the organization as a whole and ‘thinking in layers’
- The OD Mindset: thinking systemically
- Making sense of Organizational development interventions
- Ways of looking at and talking about Organizational development that are appropriate to your business.
Working with Big System Organizational Models and Frameworks
- Understanding organizational models
- Review of planned and systemic organizational frameworks
- Using models to diagnose organizational health
Key Skills Needed to Be an Organizational Development Practitioner
- Assessing the Big 4 essential personal attributes – Change Tinkerer, Systems Thinker, Business Translator, and Self-Balancer
- Other skills required
- Model how capable your HR function and individuals are to deliver OD.
Organizational Development and Business Partnering
- The role of the Organizational development practitioner (versus other HR roles)
- Reviewing typical Organizational development accountabilities
- Building credibility
- Personal and organizational challenges. Is your organization ready for an OD partner?
Useful Systems and Models
- A system thinking perspective
- The concept of an organizational strategy and Organizational development plans
- Tools and approaches to help you work with and add value to the business.
