Organisational Development Best Practice – OD Workshop
£425.00 Plus VAT (per person)
Have more than 2 delegates? Talk to us about our closed group courses.
Delivery Method
Open Public Courses – Virtual Delivery Only Closed Group Courses – Face To Face and Virtual Delivery
Business Benefit
Delegates will enhance their leadership skills and improve team dynamics by learning strategies to foster trust, clear communication, and collaboration. They will also understand how to optimise the value of technological and human resources. The course provides actionable insights for identifying and prioritising areas for improvement using a structured approach and offers practical tools for diagnosing issues, designing interventions, and leading change.
Participants will engage in peer learning and support through group activities and coaching, apply evidence-based practices to enhance organisational development efforts, and establish a foundation for continued growth and improvement within their organisation.
Who Should Attend
The “Best Practice in Organisational Development – OD Workshop” is ideal for organisational leaders, HR professionals, team leaders, change agents, consultants, and aspiring leaders. It benefits those looking to enhance their skills in strategic initiatives, team dynamics, and organisational effectiveness.
Learning Outcomes
Understanding Best Practice in Organisational Development:
Maximising resource value (technology and people)
Ensuring alignment of activities with organisational goals (financial, quality, safety, etc.)
Leveraging behavioural science for management and leadership
Assessing current effectiveness in key areas and identifying needs
Driving Efficiencies and Effectiveness:
Effective communication, including handling difficult conversations
Building trust within the team
Setting clear goals and operational delegation.
Strengths-based working and promoting good thinking practices (Nancy Kline)
Coaching and mentoring
Understanding and applying Patrick Lencioni’s “Five Dysfunctions of a Team” model to diagnose and address team challenges.
Science-Based Approach to Organisational Development:
Steps include entering and contracting, diagnostics, data collection and analysis, feedback, designing interventions, leading and managing change, and monitoring improvements.
Action Learning Set:
Utilising assessments from the session to:
Summarise and identify opportunities for improvement
Prioritise actions and explore solutions
Develop action plans with timelines
Engage in peer support, group coaching, and professional challenge
Encourage ongoing peer support through regular meetings of the Action Learning Set
These outcomes are designed to equip participants with practical skills and knowledge to drive organisational effectiveness and development.
Course Content
Morning session
Presentation and discussions exploring:
Best Practice in Organisational Development:
Understanding opportunities to obtain best value from resources – be they technology or people
Ensuring a “golden thread” – all activities contribute to the organisation’s goals (financial, quality, safety and so on)
Understanding and using “behavioural science” to our advantage – management and leadership skills, how people learn, group dynamics, coaching and mentoring
Mapping and ranking activity to capture current effectiveness in each area above and areas of need.
How to drive efficiencies and become more effective as a Zone including efficient team structures and working practices:
Effective communication including difficult conversations
Building trust
Setting clear goals
Operational delegation
Strengths based working
Helping people to think well (Nancy Kline)
Coaching and mentoring
Patrick Lencioni’s model “The five dysfunctions of a team”:
- Absence of trust
- Fear of conflict
- Lack of commitment
- Avoidance of accountability
- Inattention to results
This model will then be used to assess and capture where issues or challenges currently exist.
Educating the team on a science-based approach to OD (also known as the 7 steps).
- Entering and contracting
- Diagnostics
- Data collection and analysis
- Feedback
- Designing interventions
- Leading and managing change
- Monitoring and improvements
This process will be used to assess and capture opportunities for its utilisation across the business.
Supporting with the early phases to define and diagnose and working with leaders to implement the right interventions eg. system changes, process optimisation etc.
Afternoon Workshop:
Action Learning Set supported by experienced coach/facilitator. This workshop will utilise the assessments from the morning session of each of the three key areas explored.
Group activities to
Summarise and collate opportunities for improvement
Agree priorities
Explore options and solutions
Agree action plans with timescales
The group will be supported to think well by provision of:
Peer support activities to enable knowledge sharing and solutions in a non-judgemental way
Group coaching
Provision of professional challenge, where beneficial, by the facilitator
The Action Learning Set will be encouraged to meet regularly in order to provide ongoing peer support.
How to Book
Dates below represent open public courses only. To book this course, please select an available date and click the book now button below to complete the booking by Credit Card or via Invoice. Have two or more people to train – you may consider a closed group course. Contact us on [email protected] to discuss specific date and delivery requirements.
The purpose of your training is learning new skills and/or changing behaviour. We can help you measure this!
Post-course, to evaluate how successfully the attendees are doing this, delegates can attend a Workplace Implementation session during the skills transfer period. This additional session lasts for 2.5 hours.
During the Workplace Implementation session the individuals will either on a 1-2-1 basis or as a group discuss the challenges and successes they have experienced during their skills transfer period.
This will include what they are doing differently as a direct result of the training and how this has positively impacted the organisation.
This is an excellent way to encourage the learning, support the skills transfer into the workplace and act as a measure to evaluate the training.
We compile this information into a report so that you have evidence of your return on investment.