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Organization Development Certification Program – ODCP

Organization Development Certification Program - ODCP

Become the Strategic Organization Development Professional Organizations Need for the Future

Lead Enterprise Transformation. Build Organizational Capability. Design Future-Ready Organizations.

Organizations today face unprecedented disruption driven by artificial intelligence, workforce transformation, digital innovation, organizational redesign, evolving leadership expectations, and increasing complexity.

The Organization Development Certified Professional (ODCP™) prepares experienced professionals to become trusted strategic advisors who help leaders solve complex organizational challenges, improve organizational effectiveness, build internal consulting capability, and lead sustainable enterprise transformation. Unlike traditional change management programs, the ODCP™ develops the consulting, diagnostic, and systems thinking capabilities needed to partner with senior leaders and create measurable organizational value. 

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Build Strategic Capability

Become a Trusted Strategic Advisor

Today’s organizations need more than change managers. They need professionals who can understand the whole organization, advise leaders, and build the internal capability required for sustainable transformation.

Diagnose organizational challenges before they become business problems.
Partner with executives to improve organizational performance.
Design future-ready organizations.
Build internal consulting capability.
Facilitate enterprise transformation.
Improve organizational effectiveness.
Develop leadership capability.
Prepare organizations for AI-enabled work.

Training Format:

Online
Facilitated Live with OD Experts

Price (USD)

$4,200

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Certification Badge

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Who Should Take This Course?

This program is ideal for professionals who already have experience in Human Resources, Leadership Development, Learning and Development, Talent Management, Change Management, or Organization Development and are ready to become strategic business partners. Typical participants include:

  • Organization Development Professionals
  • HR Business Partners
  • Leadership Development Professionals
  • Learning and Development Leaders
  • Talent Management Professionals
  • Executive Coaches
  • Internal Consultants
  • Organizational Effectiveness Managers
  • Change Leaders
  • Project and Transformation Managers
Why Choose the ODCP™

ODCP transforms how you think about organizations. It develops the systems perspective, strategic mindset, and leadership capability needed to guide organizations through complexity and lasting transformation. 
You will learn how to:

  • Solve complex organizational challenges.
  • Partner confidently with senior executives.
  • Lead enterprise transformation.
  • Improve organizational effectiveness.
  • Design future-ready organizations.
  • Build internal consulting capability.
  • Apply systems thinking to organizational problems.
  • Facilitate AI-enabled organizational transformation.
  • Increase your influence and professional credibility.
  • Accelerate your career in Organization Development.
What Credits Can I Earn?

Graduates receive:

  • The OD Certified Professional — ODCP™ designation
  • IOD Certification
  • Digital credential and professional badge
  • 24 Continuing education credits for ATD, SHRM, HRCI, where applicable 
  • Six-month complimentary GIODN membership
  • Access to IOD tools and professional resources

Certified Training Provider

shrm
atd provider
Learning Outcomes

What You Will Learn

01

Strategic Consulting

Partner with executives to solve complex organizational challenges using consulting frameworks and evidence-based decision making.

02

Organizational Diagnosis

Apply IOD’s Action Research Model to identify root causes and improve organizational performance.

03

Organization Effectiveness

Learn how strategy, leadership, structure, culture, processes, and technology work together to create sustainable business success.

04

Enterprise Transformation

Guide organization-wide transformation initiatives involving leadership, culture, workforce, and digital innovation.

05

Organization Design

Design agile, adaptive organizations capable of responding to changing market conditions.

06

Systems Thinking

Understand organizations as interconnected systems rather than isolated departments.

07

Workforce Transformation

Prepare organizations for future workforce requirements through capability development and organizational learning.

08

AI-Enabled Organizations

Help leaders integrate artificial intelligence while maintaining human-centered leadership and organizational effectiveness.

How You'll Develop Your Expertise
Program Overview
Career Opportunties with ODCP

The ODCP™ is designed around experiential learning because great consultants develop their expertise through practice, reflection, coaching, and application, not lectures alone.
Throughout the program you will strengthen your capabilities through:

Real Organizational Case Studies

Analyze complex organizational challenges using proven Organization Development frameworks.

Action Research Projects

Apply IOD’s Action Research Model to diagnose organizations, collect meaningful data, identify root causes, and develop practical recommendations.

Executive Consulting Simulations

Practice consulting conversations with leaders while strengthening executive presence, strategic questioning, and influence.

Interactive Learning

Participate in facilitated discussions, peer coaching, consulting exercises, role plays, and collaborative problem solving.

Expert Faculty Coaching

Receive coaching from experienced Organization Development practitioners who bring decades of consulting experience across industries.

Capstone Consulting Project

Demonstrate your consulting capabilities by applying what you’ve learned to a real organizational challenge and developing a strategic consulting solution.

odcpPractical Consulting Tools

Build a professional consulting toolkit including:

  • Action Research
  • Organization Effectiveness Assessments
  • Stakeholder Analysis
  • Systems Mapping
  • Organization Design Frameworks
  • Organizational Diagnostics
  • AI Readiness Assessments
  • Workforce Transformation Tools
  • Strategic Action Planning
  • Executive Facilitation Methods

ODCP Overview


The ODCP program includes:

  • Eight live virtual sessions
  • Three hours per session
  • Interactive instruction
  • Small-group activities
  • Consulting demonstrations
  • Real organizational case studies
  • Practical assignments
  • Coaching and feedback
  • Tools and learning resources
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). 

Graduates are prepared for roles including:

  • Senior Organization Development Consultant
  • Organization Effectiveness Manager
  • Enterprise Transformation Consultant
  • Internal Consulting Director
  • Organizational Design Consultant
  • Executive Advisor
  • Leadership Development Director
  • Workforce Transformation Consultant
  • Organizational Capability Manager
  • Change and Transformation Leader
ODCP Training Benefits

From Change Practitioner to Strategic OD Consultant

Why Organizations Need OD Professionals More Than Ever

 Organizations are investing billions in technology, yet many transformation initiatives fail because the human and organizational systems required for success are overlooked. Future-ready organizations require professionals who can integrate:

  • Business Strategy
  • Leadership
  • Organization Design
  • Organizational Effectiveness
  • Workforce Transformation
  • Digital Transformation
  • Culture Evolution
  • AI Adoption
  • Organizational Capability

Organization Development professionals help leaders align these elements to achieve sustainable organizational performance.

Future-Focused Curriculum

Develop the Capabilities Required for Strategic OD Practice

The curriculum is organized around the capability areas professionals need to advise senior leaders, strengthen organizational performance, and guide complex transformation.

Capability 01

Future of Organization Development

Understand the changing role of OD professionals in a rapidly evolving business environment.

Capability 02

Executive Consulting

Build trusted-advisor relationships with senior leaders.

Capability 03

Action Research & Organizational Diagnosis

Use evidence-based consulting methodologies to identify needs and guide action.

Capability 04

Organization Effectiveness

Improve organizational performance through systems alignment.

Capability 05

Organization Design

Create adaptive, future-ready organizations.

Capability 06

Enterprise Transformation

Lead organization-wide change and transformation.

Capability 07

Workforce Transformation

Prepare organizations for tomorrow’s workforce requirements.

Capability 08

AI and Organization Development

Apply OD principles to AI-enabled organizations and digital transformation.

Capability 09

Organizational Capability

Build learning organizations and sustainable internal consulting capability.

WEBINARS

Introduction to the Organization Development Certification Program (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 can be watched on-demand

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LATEST WEBINAR ODCP Webinar: Overcoming Resistance to Change

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Organization Development Career Pathway

Build Your Expertise at Every Stage of Your OD Career

Progress from foundational consulting capability to strategic partnership and executive-level enterprise transformation.

01
Foundation
ODPC Certification Program
ODPC™

Build Your Foundation

Organization Development Process Consultant

Learn the core consulting skills to become an effective Organization Development Process Consultant.

Explore ODPC
02
Professional Practice
ODCP Certification Program
ODCP™

Become a Strategic Partner

Organization Development Certified Professional

Develop the consulting expertise to improve organizational effectiveness and lead enterprise transformation.

View Upcoming Schedule
03
Enterprise Leadership
ODCC Certification Program
ODCC™

Lead Enterprise Transformation

Organization Development Certified Consultant

Partner with executives to design organizations, transform culture, and build enterprise capability.

Explore ODCC

IMPACT STORIES

Hear From Professionals Who Have Experienced IOD

Participants share how IOD programs strengthened their professional capabilities, expanded their perspectives, and helped them create meaningful impact in their work and organizations.

★★★★★

The sessions were thoughtfully planned, enabling participants to evolve through each phase of the ARM model. Facilitator-led sessions, peer-learning activities, and real-time application created a holistic and impactful experience. The facilitator shared extensive experience, responded patiently to our questions, and encouraged active participation from a global audience.

Deepa Choudhary

ODCP

OD Certified Professional
★★★★★

The ODCP course was an exceptional experience. From the beginning, it was well structured and engaging, making complex concepts accessible and understandable. I highly recommend it to professionals working in Organization Development or Change Management. The course has had a lasting impact on my professional development.

Jawaher Albuzilfah

ODCP

OD Certified Professional
★★★★★

This program has been very insightful. It helped me create and clarify a system for making meaningful changes for my clients. It also helped me translate the learning into my practice and build practical tools based on the ARM model to support lasting change.

Koyona Duke

ODCP

OD Certified Professional
★★★★★

The ODCP Certification program gave me a deep understanding of Organization Development principles and practices. Its practical tools, including the Action Research Model, have supported my work as an OD Specialist and helped me lead change initiatives. The program broadened my expertise and increased my confidence in handling complex organizational challenges.

Judite Maria I. Alberto

ODCP

OD Certified Professional
★★★★★

I enjoyed the class discussions and learning how other professionals approach their work. The program covered a great deal of valuable information, and continued access to the learning materials has been especially useful for reflection, immediate application, and future practice.

Brandi Kluender

ODCP

OD Certified Professional
★★★★★

The ODCP course changed how I lead organizational change. It gave me broad knowledge and practical tools that I could apply immediately with measurable success. The hands-on experience increased my confidence in carrying out OD interventions and helped me map a clearer career path as an independent consultant.

Ahmed Mohamed

ODCP

OD Certified Professional
Frequently Asked Questions

Questions About the ODCP™

Learn more about the program’s professional level, curriculum, practical application and certification outcomes.

Who should attend the ODCP™ program?

ODCP™ is intended for OD practitioners, internal consultants, HR business partners, change leaders, organizational-effectiveness professionals, executive coaches, talent professionals and managers responsible for organizational improvement or transformation.

Do I need to complete ODPC™ before joining ODCP™?

ODPC™ provides a useful foundation, but admission to ODCP™ may also be appropriate for professionals who already have relevant OD, HR, consulting, change or organizational-effectiveness experience. The IOD Programs Office can help determine the most suitable entry point.

What will I learn in the ODCP™ program?

You will develop capability in Action Research, organizational diagnosis, systems thinking, organization effectiveness, organization design, strategic consulting, workforce transformation, enterprise change and building organizational capability.

How is ODCP™ different from a general change-management course?

Change management commonly focuses on helping people adopt a particular change. ODCP™ takes a wider systems perspective by developing the ability to diagnose organizational conditions, engage stakeholders, design interventions and improve long-term organizational effectiveness.

How is the ODCP™ program delivered?

ODCP™ is delivered through live online sessions facilitated by experienced OD professionals. The learning experience includes interactive instruction, case studies, consulting simulations, diagnostic activities, workplace application, coaching and feedback.

Is the program practical?

Yes. Participants apply OD frameworks and tools to organizational situations through case studies, Action Research activities, consulting practice, assessments, facilitated discussions and practical assignments.

What certification will I receive?

Participants who successfully complete the program requirements receive the Organization Development Certified Professional designation, ODCP™, together with an IOD certificate and professional digital credential.

How is ODCP™ different from ODCC™?

ODCP™ develops the professional capability to diagnose organizational needs, improve effectiveness and lead structured transformation. ODCC™ is the advanced level, focused on executive advising, enterprise transformation and organization-wide systems.

What career opportunities can ODCP™ support?

ODCP™ can support advancement into roles such as OD consultant, internal consultant, organizational-effectiveness manager, transformation consultant, change leader, HR business partner, organization-design practitioner and strategic OD professional.

Not Sure Which OD Certification Is Right for You?

Complete the Career Path Assessment to identify the IOD certification that best matches your experience, professional role and career goals.

Take the Career Path Assessment
The Future of Organization Development

Build Organizations Ready for Tomorrow

The future belongs to organizations that continuously learn, adapt, innovate, and transform.

Take the Next Step

Ready to become a Future-Ready Organization Development Professional?

Build the strategic mindset, systems perspective, and leadership capability needed to guide organizations through complexity, lead meaningful transformation, and create lasting organizational impact.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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Change Management

Organizational Change Management (OCM) Consulting helps organizations navigate and implement significant changes in structure, processes, technology, or culture. It involves developing a structured approach to change by identifying the need for transformation, setting goals, and executing a comprehensive change strategy. Consultants work closely with leaders and teams to assess impact, design communication and training programs, and ensure employee adoption and buy-in. OCM consultants address resistance, cultural shifts, and behavioral challenges while fostering a positive change culture. They provide ongoing guidance throughout the change process, ensuring a smooth transition and sustainable adoption of new systems, processes, or structures. OCM design typically includes stakeholder analysis, risk assessment, progress monitoring, and leadership training to enable internal change management capabilities. By leveraging strategic planning and expert support, organizations can successfully manage transitions and drive long-term success.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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