Organization Development Certification Program (ODCP)

Organization Development Certification Program - ODCP

Earn a Certification in Organization Development

Accelerate Your Career

Empower yourself to navigate organizational transformations with expertise as an OD Certified Professional. Our comprehensive program equips you with advanced OD techniques essential for driving success in dynamic environments. 

Organization Development Certification Program - ODCP

Earn a Certification in Organization Development

Accelerate Your Career

Expand your career and expertise as an OD Certified Professional. Learn theories and applications to help lead change effectively within your organization.

Successfully Lead Organization Change as an OD Certified Professional

Designed as the premier certification for seasoned OD and HR professionals, our OD Certification Program is your definitive pathway to elevating your career to new heights in the OD space.

With a focus on mastering the Action Research Model (ARM) within OD’s Change Model, you’ll learn to orchestrate change initiatives with precision and effectiveness. Gain access to a wealth of tools, methods, and  structured activities for practical application, empowering you to guide leaders through a consistent and impactful change process.

Who Should Take This Course?
  • Organization Development Professionals
  • Learning and Development Professionals
  • Human Resource Professionals
  • Others seeking opportunities in the field of OD
What Are The Benefits Of ODCP?
  • Gain Recognition and Trust: Earn distinction and credibility as an OD Professional, positioning yourself to spearhead major change initiatives within organizations.
  • Practical Learning Approach: Engage in hands-on learning rooted in the field of Organization Development’s Change Management model, equipping you to guide business transformation and enhance organizational effectiveness.
  • Master the Action Research Model: Acquire expertise in applying the Action Research Model and other proven change processes, empowering leaders to navigate and implement change initiatives effectively.
  • Real-World Application: Translate theoretical knowledge into practical action by applying learned concepts directly to your work assignments, fostering immediate impact and tangible results.
  • Project Implementation and Case Study Creation: Identify, execute, and evaluate a project, driving meaningful change within your organization and creating a comprehensive case study to showcase your achievements.
  • Versatile OD Tools and Techniques: Demonstrate proficiency with a diverse array of OD tools and techniques, equipping you with the skills necessary to lead successful change initiatives across various organizational contexts.
What Credits Can I Earn?
  • ODCP credentials and digital badge to be recognized as an OD Certified Professional
  • 24 SHRM PDCs
  • 24 HRCI Recertification Credits
  • 24 ATD Recertification Credits
  • 24 ACMP Training Credits

Price (USD)

$4,200

Price

$4,200

Training Format:

Online
Facilitated Live with OD Experts

Certification Badge

Certified Training Provider

atd provider
shrm
Qep

LEARNING OUTCOMES

Advance in the Field of Organization Development

Mastery in Leading Change Initiatives: Develop the expertise to lead and manage major change initiatives within organizations, earning recognition and credibility as a trusted OD Professional.

Engage in a practical learning approach centered in the field of Organization Development's Change Management Model.

Acquire advanced skills in applying the Action Research Model, empowering leaders to navigate complex organizational changes with confidence and precision.

Translate theoretical knowledge into real-world action by applying learned concepts.

Identify, plan, and execute a project to showcase your ability to lead successful change intiatives.

Demonstrate proficiency with a diverse range of OD tools and techniques, equipping you with the skills necessary to address various organizational challenges.

Foster a culture of change through collaboration, feedback and action planning

ODCP Overview

Our OD Certification Program (ODCP) is designed to empower experienced OD and HR professionals with the knowledge, skills, and credentials needed to excel in leading organizational change initiatives. Rooted in Organization Development (OD) principles, this comprehensive program offers a holistic approach to navigating the complexities of change management and driving sustainable business transformation.

ODCP Training Overview

ODCP Curriculum Overview

ODCP Training Overview

The Organization Development Certification Program helps participants gain practical skills to advance in the field of Organization Development.  Participants apply the 7 step Action Research Model for change, involve the leadership team in identifying needs, determine organization readiness, align the organization culture and systems, conduct a needs assessment, involve stakeholders and employees, design an action plan, and create an implementation plan using a whole systems approach.  Participants earn the distinction as an Organization Development Certified Professional (ODCP). 

  • Advanced Learning Curriculum:  Gain a deep understanding of OD principles and methodologies through a blend of theoretical knowledge, practical exercises, case studies, and real-world applications.
  • Focus on Practical Application: We prioritize practical learning experiences so participants can immediately apply their newfound knowledge and skills.
  • Expert Instruction and Mentorship: Our seasoned faculty bring a wealth of real-world experience to the program, offering valuable insights, guidance, and support throughout the learning journey.
  • Comprehensive Skill Development: ODCP covers a wide range of topics essential for effective OD practice, including change management models, action research methodologies, leadership development, organizational culture, and more. 
  • Project-Based Learning: By identifying, planning, and executing a change initiative within their own organizations, participants gain practical experience and develop a comprehensive case study to showcase their accomplishments.
  • Networking and Professional Development: ODCP provides a dynamic learning environment where participants have the opportunity to connect with fellow professionals, share insights, and build valuable relationships within the OD community
ODCP Training Benefits
  • Reflection – Self-reflection activity on personal experience and insights
  • Models – Apply the  OD Action Research Model along with other change models to address organizational challenges. 
  • Tools – You will learn a wide variety of tools to help you develop skills as a facilitator and coach to support your OD initiatives. 
  • Competency Development – Develop critical competencies (knowledge, skills, and behaviors) to help you lead effective organizational change and implement change successfully to achieve the goals.
  • Practice –After each session, you’ll complete assignments and activities to gain confidence and practical experience to transfer the knowledge
  • Learn From Others – You’ll gain valuable insights from other Participants, and IOD’s experienced Facilitators
  • Competency Assessment and Self-Development Plan – You’ll complete a competency assessment and self-development plan, setting goals and creating action steps.

 

Program Overview
More Reasons to Choose ODCP!
How Will I Develop My Skills?

ODCP Overview

Our OD Certification Program (ODCP) is designed to empower experienced OD and HR professionals with the knowledge, skills, and credentials needed to excel in leading organizational change initiatives. Rooted in Organization Development (OD) principles, this comprehensive program offers a holistic approach to navigating the complexities of change management and driving sustainable business transformation.

ODCP Training Overview

ODCP Curriculum Overview

ODCP Training Overview

The Organization Development Certification Program helps participants gain practical skills to advance in the field of Organization Development.  Participants apply the 7 step Action Research Model for change, involve the leadership team in identifying needs, determine organization readiness, align the organization culture and systems, conduct a needs assessment, involve stakeholders and employees, design an action plan, and create an implementation plan using a whole systems approach.  Participants earn the distinction as an Organization Development Certified Professional (ODCP). 

  • Advanced Learning Curriculum:  Gain a deep understanding of OD principles and methodologies through a blend of theoretical knowledge, practical exercises, case studies, and real-world applications.
  • Focus on Practical Application: We prioritize practical learning experiences so participants can immediately apply their newfound knowledge and skills.
  • Expert Instruction and Mentorship: Our seasoned faculty bring a wealth of real-world experience to the program, offering valuable insights, guidance, and support throughout the learning journey.
  • Comprehensive Skill Development: ODCP covers a wide range of topics essential for effective OD practice, including change management models, action research methodologies, leadership development, organizational culture, and more. 
  • Project-Based Learning: By identifying, planning, and executing a change initiative within their own organizations, participants gain practical experience and develop a comprehensive case study to showcase their accomplishments.
  • Networking and Professional Development: ODCP provides a dynamic learning environment where participants have the opportunity to connect with fellow professionals, share insights, and build valuable relationships within the OD community
ODCP Training Benefits
  • Reflection – Self-reflection activity on personal experience and insights
  • Models – Apply the  OD Action Research Model along with other change models to address organizational challenges. 
  • Tools – You will learn a wide variety of tools to help you develop skills as a facilitator and coach to support your OD initiatives. 
  • Competency Development – Develop critical competencies (knowledge, skills, and behaviors) to help you lead effective organizational change and implement change successfully to achieve the goals.
  • Practice –After each session, you’ll complete assignments and activities to gain confidence and practical experience to transfer the knowledge
  • Learn From Others – You’ll gain valuable insights from other Participants, and IOD’s experienced Facilitators
  • Competency Assessment and Self-Development Plan – You’ll complete a competency assessment and self-development plan, setting goals and creating action steps.

 

WEBINARS

Introduction to Organization Development (ODCP)

Attend this webinar to learn more about the ODCP program and how to become an OD Certified Professional!

Webinars are 1 hour in duration, and scheduled every month

TESTIMONIALS & REVIEWS

Hear What Our Customers Have To Say About Our Programs

Conrad Moore
Senior. Director of Learning XP
I really enjoyed all of the content and felt that even in the moments where we were exploring an idea I was familiar with I gained new insights or a deeper understanding. But I think something that I didn’t anticipate but really benefitted from was the ongoing discussion between our expert instructor, Susan, and the rest of the class. Susan was great at drawing out examples from all of us in a way that made sharing fun and educational. She brought a lot of academic concepts to life and found ways to highlight how they fit into our own, unique experiences and I really appreciated that.
Kamran Syed
Managing & Creative Director
It was amazing program, I have learnt a lot the role of ODCP consultant in depth, how to improve individual, team or organizational-wide performance. How to be exemplary business leader, coach and mentor. Now I confident and gained valuable experience from our facilitator that can be applied immediately in any organization. My teacher and facilitator Ms. Susan and Dr. Nancy explained very well about every steps of OD in our classes, especially, Strategic approach of to action planning, Action Research Model, Need Assessments, OD Intervention, role of the OD Consultant, OD Practitioner Ethics, Behavior, values, Overcoming resistance of change, Exit and Separation using a System approach.
Joseph Atencio
Information Systems Director
"The program was very valuable for laying out a process for managing and assisting others on moving through an organizational change initiative.. About a year after completing the program I transitioned to a new position at a new organization. I believe the ODCP certification served as a positive credential in helping me successfully land the position, and I have since used a great deal of what I learned in helping my new team and organization journey through the transition of my arrival. I believe the certification was a key component in my success in being considered for the position I am now in. While the certification helped get me noticed in the applicant pool, my ability to articulate the concepts and demonstrate application of those concepts was also extremely valuable to me successfully being hired.

Diversity, Equity, and Inclusion (DE&I) Strategies

DE&I consulting services focus on helping organizations foster a diverse, equitable, and inclusive workplace. Consultants assess the organization's current DE&I initiatives, develop DE&I strategies and policies, conduct training on unconscious bias and cultural competence, establish employee resource groups, and guide leaders in creating inclusive leadership practices. They work with organizations to attract and retain diverse talent, create inclusive hiring processes, and implement programs that promote diversity, equity, and inclusion at all levels. DE&I consultants aim to create an environment where all employees feel valued, respected, and have equal opportunities for growth.

Organizational Development Consulting

Organizational development (OD) consulting services focus on helping leaders lead change initiatives to improving organizational effectiveness and results. Consultants work closely with leaders to assess the organization's current state, identify areas for improvement, create action plans and design interventions, and implement changes to enhance employee engagement, teamwork, leadership development, and organizational culture. They facilitate strategic planning, conduct organizational assessments, and implement initiatives such as talent management, succession planning, performance management, and employee training and development programs. OD consultants aim to align people, processes, and systems to drive sustainable organizational growth and change.

Mentoring Program

Mentoring Programs involve establishing formal or informal relationships between experienced employees (mentors) and less experienced employees (mentees) within an organization. Consultants assist organizations in designing and implementing mentoring programs that facilitate knowledge transfer, skill development, and career growth. They establish mentoring guidelines, match mentors and mentees based on specific criteria, provide training and resources for mentors, and monitor the progress of the mentoring relationships. Mentoring programs aim to enhance employee development, engagement, and retention by leveraging the expertise and wisdom of experienced professionals.

Performance Management

Performance Management involves establishing systems and processes to monitor, assess, and improve employee performance. Consultants work with organizations to design and implement performance management frameworks that align with organizational goals and values. This includes setting clear performance expectations, defining key performance indicators (KPIs), establishing regular feedback and coaching mechanisms, conducting performance evaluations, and linking performance outcomes to rewards and recognition. Performance management systems aim to drive individual and team performance, align employee efforts with organizational objectives, and support employee development.

Job Redesign/Analysis

Job Redesign/Analysis is the process of reevaluating and modifying job roles and responsibilities to optimize efficiency, productivity, and employee satisfaction. Consultants analyze existing job descriptions, tasks, and workflows to identify opportunities for improvement. They may conduct job analyses to determine essential skills, competencies, and qualifications required for each role. Based on these findings, consultants provide recommendations for job redesign, such as clarifying roles and responsibilities, redistributing tasks, and implementing automation or technology solutions to streamline processes and enhance job satisfaction.

Executive Coaching, Competency Development, 360° Feedback

Executive Coaching, Competency Development, and 360 Feedback are individual-focused strategies that aim to enhance leadership and professional effectiveness. Consultants provide executive coaching services to senior leaders, offering personalized guidance, support, and feedback to help leaders develop their strengths, address developmental areas, and enhance their leadership capabilities. Competency development involves identifying and developing specific skills and competencies required for success in particular roles or functions. 360-degree feedback involves collecting feedback from multiple sources, including peers, subordinates, and superiors, to provide a comprehensive assessment of an individual's strengths and areas for improvement.

Culture Strategies

Culture Strategies focus on shaping and transforming the organizational culture to create a positive and productive work environment. Consultants assist organizations in assessing their current culture, identifying areas for improvement, and developing strategies to align the culture with the desired values, behaviors, and goals. This may involve initiatives such as defining core values, establishing cultural norms, enhancing communication and collaboration practices, promoting diversity and inclusion, and fostering a culture of continuous learning and innovation.

Talent Management Strategies

Talent Management Strategies involve designing and implementing initiatives to attract, develop, engage, and retain top talent within an organization. Consultants work with organizations to develop comprehensive talent management strategies that encompass recruitment and selection processes, onboarding programs, performance management systems, career development frameworks, succession planning, and employee retention strategies. The goal is to ensure the organization has the right people in the right roles, with opportunities for growth and development that align with their skills and aspirations.

Career Planning/High Potentials

Career Planning/High Potentials initiatives involve designing strategies and programs to support employees in planning and advancing their careers within the organization. Consultants work with organizations to establish career development frameworks, provide guidance on career paths and progression opportunities, and assist in identifying and nurturing high-potential employees. They may offer career counseling, development planning, and training programs to enhance employees' skills, competencies, and knowledge needed for career growth. Career planning initiatives aim to engage and retain talented individuals by providing them with a clear path for advancement and professional development.

Change Management

Change management consulting services support organizations in managing and implementing significant organizational changes. Consultants help identify change management strategies and plans, assess the impact of change, and design effective communication and training programs to support employee adoption and buy-in. They work with leaders and teams to overcome resistance, address cultural and behavioral challenges, and foster a positive change culture. Change management consultants provide guidance throughout the change process, ensuring a smooth transition and successful adoption of new processes, systems, or structures.

Organization Change (OCM) Strategy

Organization Change Management (OCM) Strategy refers to the planned approach or roadmap that an organization follows to implement and manage changes within its structure, processes, technologies, or culture. OCM strategies involve identifying the need for change, setting goals, creating a plan, and executing and evaluating the change process. Organization Change Consulting involves developing and implementing effective strategies to manage and navigate organizational change. The consultant focuses on helping organizations transition smoothly from their current state to a desired future state, considering various factors such as technology advancements, market shifts, mergers and acquisitions, or internal restructuring. Consultants specializing in OCM work closely with organizational leaders to identify OCM processes and help implement a consistent approach to change management, and train internal consultants to lead change management projects and provide support throughout the change process. Consultants may develop assessments, develop communication and training programs, and provide guidance on change implementation to ensure successful organizational transitions. OCM design typically includes steps such as stakeholder analysis, communication and training plans, risk assessment, and monitoring progress to ensure a smooth transition and successful adoption of the changes.

Human Resources Strategies

Human resources (HR) consulting services assist organizations in optimizing their HR practices and processes. Consultants work with HR departments to enhance talent acquisition and retention strategies, develop compensation and benefits programs, design performance management systems, implement employee engagement initiatives, and ensure compliance with labor laws and regulations. They may also provide guidance on organizational restructuring, workforce planning, employee relations, and HR technology implementation. HR consultants help organizations align their HR practices with business objectives and create a positive and productive work environment.

Team Development Strategies

Team Development Strategies focus on improving the effectiveness and performance of teams within an organization. Consultants work with teams to enhance communication, collaboration, and decision-making processes. They facilitate team-building activities, provide training on effective teamwork and conflict resolution, and help establish clear roles and responsibilities. Team development strategies may also involve conducting assessments to identify team dynamics and strengths, and designing interventions to improve team cohesion, trust, and productivity.

Employee Engagement Strategies

Employee Engagement Strategies aim to create a work environment where employees feel motivated, committed, and connected to the organization. Consultants assist organizations in measuring employee engagement levels, identifying factors that influence engagement, and developing strategies to enhance it. These strategies may include initiatives such as fostering a positive work culture, improving communication and recognition practices, providing opportunities for growth and development, promoting work-life balance, and empowering employees to contribute their ideas and opinions. The goal is to create a work environment that fosters high employee morale, satisfaction, and productivity.

Leadership Development Strategies

Leadership Development Strategies focus on cultivating effective leaders within an organization. Consultants work with organizations to assess leadership capabilities, identify leadership gaps, and design leadership development programs that enhance leadership skills, competencies, and behaviors. These strategies may include executive education, coaching and mentoring programs, leadership training workshops, and succession planning initiatives. The aim is to build a strong leadership pipeline and foster a culture of leadership excellence throughout the organization.

Organization Design/Redesign

Organization Design or Redesign refers to the process of structuring an organization to align its structure, roles, processes, and systems with its strategic objectives. It involves reviewing and potentially revising elements such as reporting lines, departmental structure, job roles and responsibilities, decision-making processes, and overall organizational hierarchy to optimize efficiency, coordination, and effectiveness within the organization, ensuring that it is well-positioned to achieve its goals. Organization Systems Design or Redesign consulting focuses on designing or restructuring the systems and processes within an organization to optimize efficiency, effectiveness, and overall performance. This service involves analyzing existing organizational systems, such as workflows, communication channels, decision-making processes, and information management systems, to identify areas for improvement. Consultants work closely with organizational leaders to redesign these systems, incorporating best practices, automation, and streamlining processes to enhance productivity and achieve organizational goals. They may also provide recommendations on implementing new technologies or software to support the redesigned systems and ensure successful integration within the organization.

Organization Culture Change/Transformation

Organization Culture Change or Transformation involves deliberately altering the beliefs, values, behaviors, and norms that define the culture of an organization. Organization Culture Change consulting involves assisting organizations in transforming their existing culture or establishing a new desired culture within the organization. The organizational culture encompasses shared values, beliefs, behaviors, and norms that shape the way people work and interact within an organization. Culture change consultants help organizations identify their current culture, define the desired culture, and create strategies to bridge the gap between the two. They may conduct cultural assessments, facilitate workshops and training programs, develop communication strategies, and provide guidance to leaders and employees on how to align their behaviors and practices with the desired culture. This change is typically aimed at aligning the organizational culture with the company's vision, mission, and strategic objectives. Culture change initiatives often require a shift in leadership style, employee engagement, communication practices, and organizational practices to create a new cultural environment that supports desired outcomes such as increased collaboration, innovation, or adaptability.

Systems Design

Systems Design refers to the process of creating or modifying the systems and processes within an organization to optimize efficiency, productivity, and effectiveness. It involves analyzing the existing systems, identifying areas for improvement, and designing new systems or reconfiguring existing ones to meet organizational goals. Systems design may include aspects such as technology infrastructure, software applications, data management, workflow processes, and automation to enhance operational performance and streamline organizational activities.

Strategic Planning

Strategic Planning is the process of defining an organization's direction, setting goals, and formulating action plans to achieve those goals. It involves assessing the organization's current state, identifying opportunities and challenges, and developing strategies to effectively allocate resources and achieve the desired outcomes. Strategic planning typically includes analyzing the external environment, conducting internal assessments, setting objectives, formulating strategies, and establishing a framework for monitoring and adapting to changes in the business landscape. Strategy consulting services focus on assisting organizations in formulating and implementing strategic plans to achieve their long-term objectives. Strategy consultants also help organizations align their vision, mission, values, processes, and organizational structure with the strategic goals.

Succession Planning

Succession Planning is the process of identifying and developing internal talent to fill key leadership positions within an organization when they become vacant. Consultants work with organizations to create succession planning strategies that align with the organization's long-term goals. They assess the current talent pool, identify high-potential employees, and design development programs to groom them for future leadership roles. Succession planning may involve creating development plans, providing leadership training, and implementing strategies to ensure a smooth transition when key positions need to be filled.