What Is The Value Of Organization Development?

What is the Value of Organization Development


In the fast-paced organizational development (OD) world, professionals are constantly seeking ways to enhance their skills, expand their knowledge, and stand out in a competitive market. One surefire way to achieve these goals is through obtaining certification as an OD Process Consultant. Not only does this certification validate your expertise, but it also equips you with a valuable set of skills that are essential for success in the field.

What is the science and theory behind Organization Development? 

Behavioral science serves as the backbone of Organization Development to offer insights into the patterns of behavior within organizations and the factors that influence them. Based on the fields of Psychology, Sociology, Anthropology, Political Systems, and Systems Theory, OD provides a scientific approach to helping organizations understand their systems and develop effective strategies, outcomes, and processes.  To acquire the skills needed to practice OD, individuals need training to develop the skills as OD Process Consultants.  They must develop an understanding of concepts such as organizational culture, change management, leadership styles, and communication dynamics, data collection and evaluation, conflict management—all of which play a crucial role in driving organizational effectiveness and performance. By leveraging behavioral science principles, certified professionals can develop tailored interventions that address each organization’s unique needs and challenges.

 Effective Human Interaction Skills

A critical set of skills OD professionals must be able to demonstrate is effective human interaction skills.  Earlier in my career, I developed in college, studying social science and psychology, and became a counselor for over eight years. Years later, when I entered the field of Organization Development, I acquired even more human interaction skills.  I think developing human interaction skills is a lifelong journey.   So I can testify that at the heart of organizational development lies the understanding of human behavior and practical interpersonal skills. Demonstrating effective interpersonal human behavior skills involves learning how to communicate with various types of people one-on-one and in meetings to build trust, show empathy, guide the discussion, share observations, resolve differences, and gain agreement on the next steps. 

Gaining certification as an OD Process Consultant provides participants with an excellent opportunity to develop human interaction skills and introduction to the field of behavioral science, providing a solid foundation in understanding human motivation, needs assessment, problem-solving, decision-making processes, and facilitation skills to lead meetings and demonstrate group dynamics techniques. Armed with this knowledge, ODPC-certified professionals are better equipped to navigate the complexities of organizational behavior, identify underlying issues, and design interventions that promote positive change.

Consider joining us for the next OD Process Consulting Certification Program:

Are you ready to become a leader in organizational development and drive impactful change initiatives? Look no further than our OD Process Consulting Certification Program!

Influence Leaders with Confidence

As an OD Process Consultant, your ability to influence leaders is valuable. ODPC certification provides you with the tools and techniques needed to communicate your ideas effectively, gain buy-in from stakeholders, and drive organizational change. Whether you’re presenting recommendations for a new initiative or advocating for a shift in company culture, the ODPC certification instills the influence skills needed to influence senior leaders and their teams to work together more cohesively, make necessary decisions, and create action steps to lead and implement change.

Developing an OD Consulting Mindset

Becoming certified as an OD Process Consultant goes beyond simply acquiring knowledge—it cultivates an OD consulting mindset. This mindset enables you to approach challenges with a strategic lens, analyze complex organizational dynamics, and develop tailored solutions that address root causes. Certification immerses you in the principles and practices of OD consulting, empowering you to navigate ambiguity, adapt to change, and deliver tangible results.

Providing a Helping Consultant Role

One of the hallmarks of an effective OD Process Consultant is the ability to serve as a trusted advisor and partner to clients. Certification teaches you how to assume a helping consultant role, where you provide guidance, support, and expertise to organizations seeking to improve performance and achieve their goals. Whether you’re conducting needs assessments, facilitating workshops, or coaching leaders, certification equips you with the skills to make a meaningful impact.

Facilitating Meetings with Teams

Effective facilitation is a cornerstone of successful OD interventions. With certification, you’ll learn how to design and facilitate engaging meetings, workshops, and team sessions that foster collaboration, creativity, and innovation. Certification equips you with the tools and techniques to ensure meetings are productive and results-oriented, from setting clear objectives to managing group dynamics and eliciting participation.

Overcoming Conflict and Building Relationships

Conflict is inevitable in any organization, but you’ll be equipped to handle it effectively as an OD Process Consultant. Certification provides you with the skills to navigate difficult conversations, mediate disputes, and facilitate constructive dialogue that leads to resolution. Moreover, certification emphasizes the importance of building effective relationships built on trust, respect, and mutual understanding—an essential foundation for driving organizational change.

In conclusion, certification as an OD Process Consultant is not just a credential—it’s a gateway to success in the field of organizational development. By acquiring the skills to influence leaders, develop an OD consulting mindset, provide a helping consultant role, facilitate meetings with teams, and overcome conflict while building effective relationships, certified professionals are poised to impact organizations and drive sustainable change significantly. If you’re ready to unlock your full potential and advance your career in OD consulting, certification is the key that opens doors to new opportunities and possibilities.

Consider joining us for the next OD Process Consulting Certification Program:

Are you ready to become a leader in organizational development and drive impactful change initiatives? Look no further than our OD Process Consulting Certification Program!

Why Choose Us?

  • Comprehensive Curriculum: Our program offers a comprehensive curriculum designed to equip you with the essential skills needed to excel in organization development and process consulting.
  • Experienced Instructors: Learn from seasoned professionals with years of experience in the field who will guide you through every step of the learning process.
  • Hands-On Experience: Gain practical, hands-on experience through case studies, role-plays, and real-world scenarios to ensure you’re ready to tackle any challenge.
  • Networking Opportunities: Connect with a community of like-minded professionals, mentors, and industry experts to expand your network and learn from their experiences.
  • Certification: Earn a prestigious certification upon completion of the program, validating your expertise in organization development and process consulting.

Skills Covered in the Program:

  1. Change Management Expertise: Develop the skills needed to assist leaders in navigating change initiatives effectively. Learn how to analyze organizational dynamics, develop change strategies, and facilitate successful implementation.
  2. Process Consulting Skills: Master the art of process consulting to build strong relationships with clients, understand their needs, and gain their trust. Explore various consulting frameworks and methodologies to address complex organizational challenges.
  3. Coaching Techniques: Acquire powerful coaching skills to ask insightful questions, uncover hidden needs, and support leaders in achieving their goals. Learn how to provide guidance and feedback to drive personal and professional development.
  4. Human Interaction and Facilitation: Enhance your human interaction and facilitation skills to work effectively with leaders and teams in group settings. Learn how to lead meetings, workshops, and training sessions that promote collaboration, creativity, and innovation.
  5. Conflict Resolution Tools: Gain practical tools and techniques to manage conflicts within organizations effectively. Learn how to identify sources of conflict, facilitate constructive dialogue, and foster favorable resolutions that promote organizational harmony.

If you would like to advance in your role as an OD Professional, consider enrolling in one of our OD Certification Programs today. Learn more about our OD Certification Programs on our website! Our OD certification programs are offered online and facilitated live by an experienced OD facilitator over four months. If you’d like more information::  info@instituteod.com.

Institute of Organization Development offers online, facilitated live OD Certification Programs to support your professional growth.  ODCP provides participants with skills to lead OD Change Initiatives and help organizations successfully create thriving organizations where people are empowered to create positive change.  Please check out our OD Certification Programs and consider growing your career in the field of OD today.  Visit our website or email us at info@instituteod.com

We are happy to help you decide what program is best for you! 
Join the over 7000 participants who have successfully completed their OD Certification with IOD!

About the Author

Dr. Nancy Zentis, Ph.D.,
CEO and Founder of the Institute of Organization Development. Contact: nancy.zentis@instituteod.com. The Institute of Organization Development offers online Certification Programs on Organization Development, OD Process Consulting, Talent Management, Executive Coaching

 IOD also sponsors GIODN.org, a global OD Professional Membership Organization, offering member benefits such as a Professional Directory, OD Tools, Monthly Events, a Job Board, and Member Connect.  If you are interested in joining, click here.


Get updates and learn from the best


1 2 3 5 6

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.