Leadership Development Certification Program

The Leadership Development Certification Program (LDCP) provides you with a comprehensive approach to help organizations identify leadership development needs using an OD approach to help the organization implement an aligned Leadership Development Strategy.

As a leadership development certified professional, you will help senior leaders identify a leadership development strategy that is tied to the business strategy, organization goals and workforce plan.

Join the growing list of global professionals who are becoming certified in the field of Leadership Development. If you are responsible for implementing leadership development programs, this online certification program will benefit you.

If you are interested in gaining a certification in the field of Leadership Development to advance your career potential!  Register today!

Here are the benefits of gaining an LDCP Certification

  • Gain a distinction as Leadership Development Certified Professional
  • Develop a Leadership Development Strategy to meet today’s current leadership challenges
  • Identify best practices in the field of Leadership Development
  • Gain the credential “LDCP” to be recognized as a Leadership Development Certified Professional
  • Earn 24 HRCI/SHRM credits and a digital badge
  • One-year free membership in GIODN.org
  • Become recognized in the field as a Leadership Development Professional

Who Should Take This Online LD Certification:

  • Human Resource Professionals
  • Learning and Development Professionals
  • OD Professionals
  • Talent Management Professionals
  • Coaches
  • Leaders
  • Others seeking opportunities in Leadership Development

Online Sessions:

  • Online Sessions are 3 hours long and meet once a month on the same day (e.g., 2nd Tuesday of the month). Once you register, you will receive confirmation of all meeting dates and times. Each session is facilitated live by an experienced OD Consultant.

Certification Requirements

  • Attend all 8 classes in eight monthly sessions
  • Complete the self development plan
  • Complete all class assignments
  • Complete a final exam
  • Upon completion of these requirements, you will receive your certificate via email

Online Sessions

Online Sessions are 3 hours long and meet once a month on the same day (e.g.,2nd Tuesday of the month). Once you register, you will receive confirmation of all meeting dates and times. Each session is facilitated live by an experienced OD Consultant.

The cost of the LDCP Certification Program is $3,900.00 USD

Additional Resources Provided:

  • 8 Participant guides, one for each session
  • Complete set of the presentation slides each month
  • Access to over 30 guidelines and templates
  • Comprehensive list of LDCP publications and references
  • Up to 6 hours of coaching and mentoring with an experienced OD practitioner
  • Access to career opportunities and referrals through our social media notification
  • Access to our weekly updates and articles
  • Preferred alumni registration and discounts for additional certification programs

Features of IOD’s Certification Programs

  • Convenient
    • Connect from anywhere to the online meetings
    • Interactive sessions with experienced OD practitioners in an instructor led format
    • Virtual sessions meet once a month on the same day of the month and at the same time
  • Flexible
    • Program schedule is flexible enough to cover multiple time zones/regions
    • We understand the workplace and personal demands, in some cases we can accommodate for make-up sessions so you won’t miss the learning experience
  • Affordable
    • Group discount available for groups of 5 or more.
    • Special discount for referrals and additional courses.

Course Outline:

1. Introduction: Developing a Leadership Development Strategy

Participants will learn current Leadership Development practices and the importance of creating a strategic approach to leadership development, an overview of program, best practices, models, challenges and trends

2. Creating a Leadership Development Strategy

This session provides you with a process to develop a Leadership Development Strategy working with your senior leadership team to identify their needs, assess their current and future requirements and identify the actions needed to implement the plan.

3. Defining a Leadership Development Structure

This session will help you to identify levels of leadership, Leadership Development Maturity Level and Pipeline, and identify career paths

4. Identifying Leadership Capabilities, Competencies, and Skills Gaps

Participants learn how to identify skill gaps by assessing leadership capabilities and competencies. Participants will then identify how to conduct a capability audit and implement a competency model.

5. Building a Sustainable Leadership Development Program – Part 1

In this session participants will identify and apply steps to build a Leadership Development Strategy for your organization

6. Building a Sustainable Leadership Development Program – Part 2

In this session participants will identify and apply steps to build a Leadership Development Strategy for your organization

7. Developing High Potential and Succession Planning

This session provides detailed strategies and tools to help you work with your business partners to

8. Measuring Outcomes and Impacts of Your Program

This session provides detailed strategies and tools to help you work with your business partners to measure outcomes and impacts of your Leadership Development Program


Program Learning Objectives:

  • Identify current trends such as the Leading a Virtual Workforce, Diverisity, Equity and Inclusion and incorporate them into the design and implementation of your initiative
  • Identify best practices in leadership development
  • Gain senior leader buy-in and build a business case for leadership development and create a current Leadership Development Strategy to meet the current needs of the organization
  • Develop a talent pool, career paths, and high-potential and succession planning process to achieve your workforce planning strategies
  • Identify gaps in leadership growth and development, and assess leadership capabilities and competencies and create a career plan for each potential leader
  • Build Leadership Capability Models and Competency Models into Vertical and Horizontal Development Plans
  • Assess, Design, Plan and implement a Succession Planning Process across multiple levels in the organization
  • Identify how to lead and implement a leadership development strategy and determine key metrics to evaluate the results

Professional Development Requirements

  • It is suggested that participants complete 2-3 additional courses yearly to keep their certification up to date
  • Nancy Zentis, PhD, ODCC Bio
  • Patricia Dammann, MS, ODCCBio
  • Susan Gervasi, MS, ODCCBio
  • Gene WheelerBio

“I like the steps involved with the leadership program. It took the info I had and put it in order while filling in the blanks of things I was missing. I like that I have an overall feel for what is needed to be done. I really appreciated the stories and actual events that were shared, the amount of help that was offered and given and the overall group cohesiveness! Thanks to both of you for the opportunity! I feel so much better about my overall program and the project. While it’s a lot of work I really appreciated the structure of doing it.–HR Manager”.


“The course was fantastic, extremely useful (I’m already utilizing the materials to start our leadership development framework). The activities at the end of each chapter were perfect to thoroughly understand the theory… and they made me think a lot!!! Thank you and your colleagues for a wonderful experience! I strongly recommend your courses to my colleagues . Senior Organizational Development Specialist”.


The program lays out a process by which I can tailor design a leadership development strategy in such a way the best enables an organization to accomplish a bolder vision. By following the steps to this process, and choosing the appropriate options given, I am able to design a “leadership pipeline” that fits our company’s priorities.

I am applying the processes of this training in two fronts. First, our goal is to take the leadership pipeline model of our company to a new level of effectiveness. Our Training Department initiated our pipeline strategy two years ago, and had even won international awards by placing #7 (2019) and #6 (2020) in the Training Magazine’sTop 125 World Wide Training Program Rankings”—much due to the progress we had made in our leadership development strategies. In our desire to continue growing and improving, I am getting the LDCP to heighten the impact of our leadership development processes.

Second, I am using this process to help design a leadership development process as a community service for a non-profit organization. It is recognized as being among the top 3 largest organizations of its kind in the U.S.A. So to continue its rapid growth, I am partnering with some of their leaders to prototype a leadership pipeline that maps their levels of growth as leaders, along with character and competencies needed to succeed at each level.

Once I complete this certification, I foresee greater opportunities to expand my consulting work to other organizations desiring to build out their leadership development processes. I will have filled up my consulting “toolbox” with a more powerful and diverse set of tools that will improve the effectiveness of my serve for others. Instead of relying on a pre-packaged, “one-size-fits-all” model, I will have the capacity to tailor fit a leadership development model for an organization’s unique blend of culture, context, and vision.

One of the most meaningful experiences of my LDCP certification has been my conversations with Gene Wheeler—our professor. He has taken the initiative to connect with me outside of our webinar training, listened carefully to my current priorities, demonstrated concern for my challenges, and coached me through my next steps. His commitment to see me succeed was clearly demonstrated as he went above and beyond his call of duty by giving me resources I needed at particular stages of my projects. His personal investment in my success is taking our succession planning strategy for our Managers to a new level of impact. Thank you!