As a practitioner I am often asked if I run training courses. I do, but as an OD practitioner my approach is to offer bespoke courses which take into account the context in which I am delivering the workshop in order to help the organization move forward. However, I have recently recorded some online courses which are peer-reviewed, CPE-earning courses, which may be relevant to your job and your career. Keep checking in because I will be adding to these over the coming months.
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Developing a solid overview of the theories and history that support Organization Development (OD) and Change. This course will serve to enable the OD practitioner to identify assumptions, evaluate statements, review evidence and identify values with the organizational system.
Discussing how Organization Development (OD) helps the people within an organization develop vision, understanding, clarity, and agility. This course serves to demonstrate how OD can be used to support people playing an active role in driving positive organizational change.
Discussing how Organization Development interventions support organizational change by utilizing the people resource within the organization. This course will serve to examine a range of OD tools and techniques such as World Café, Open Space Technology, etc. which are available to deliver the desired OD outcomes required.
Discussing how evaluation of Organization Development is a continuous and constant process of assessment, which takes place throughout the OD cycle. This course will serve to examine a range of OD evaluation methods available to assess the extent to which the OD intervention has delivered the outcomes agreed prior to programme delivery.
Developing the capability of the Human Resource Management (HRM) professionals to contribute constructively to the formation of organizational responses to the organization context. This course serves to increase credibility and influence of HR practitioners at senior levels in the organization by enabling them to effectively identify, examine, and analyze the major contexts within which their organization operates.
Discussing how to make the strategic connections between the organization’s strategy and the people strategy.
Providing valuable information on how Human Resource Business Partnering (HRBP) operates in practice and discuss the required business partnering skills of those individuals working within the Human Resources (HR) function within an organization.
Discussing everything that a line manager needs to know about the Human Resource (HR) function and its role within organizations.
Discussing both the theoretical underpinning and practical fundamentals of training design for Behavior Change this course examines how to use group and human dynamic processes to emphasize the ‘self-renewal’ ability of the individual, facilitated movement of groups and improvement of the health and effectiveness of organizations in a sustainable way.
Discussing both the theoretical and practical framework of two fundamentals of training design: training needs analysis phase, where we discuss the importance of understanding the nature of the context within which the organization is operating and the issues the organization faces in achieving its objectives; the evaluation phase, and how to align training interventions to organizational performance objectives.