Objectives

Upon completion of this course, participants will be able to:

• **Categorize** and explain the purpose and intended outcomes of various OD intervention types.
• **Select** the most appropriate intervention based on a rigorous, data-driven organizational diagnosis.
• **Design** a detailed, phased implementation plan for complex, multi-level interventions.
• **Master** advanced facilitation and process consultation techniques for group interventions.
• **Execute** techno-structural interventions (e.g., work design, process mapping) to improve efficiency.
• **Implement** strategic interventions (e.g., visioning, scenario planning) to align the organization.
• **Manage** the power, political, and ethical dynamics inherent in organizational intervention work.
• **Evaluate** and measure the short- and long-term impact and sustainability of executed interventions.

Target Audience

• Organizational Development (OD) Specialists and Internal Consultants.
• HR Business Partners (HRBPs) who lead team and departmental interventions.
• Experienced Change Management Practitioners seeking advanced OD skills.
• Consultants and Facilitators who design and execute organizational workshops.
• Leaders responsible for driving systemic improvements in their business units.

Design challenge: creating an integrated intervention plan, Advanced role-playing of process consultation and coaching, Facilitation practice of large group intervention methods (e.g., AI), Case studies on intervention selection and failure, Group exercises on ethical dilemmas in OD, Work system design simulation.

Outline

Unit 1: OD Intervention Frameworks and Selection

Categorizing Interventions

• Review of the core OD model and the role of diagnosis in intervention selection.
• Detailed taxonomy of interventions: Human Process, Techno-Structural, HRM, and Strategic.
• Understanding the continuum of interventions: from deep individual to large-scale system.
• Criteria for selecting an intervention: fit, readiness, capability, and risk.

Intervention Design Principles

• The principle of 'minimum necessary intervention' and its implications.
• Designing interventions to maximize involvement, engagement, and ownership.
• Sequencing interventions effectively for complex organizational problems.
• Developing measurable objectives and success criteria for an intervention.

Unit 2: Human Process Interventions (Individual and Group)

Individual-Level Interventions

• Advanced techniques for executive coaching and developmental feedback.
• Using 360-degree feedback as a catalyst for individual behavioral change.
• Career planning and life-planning interventions (overview).
• Ethical considerations in individual-focused OD work.

Group and Team Interventions

• Process consultation and the role of the neutral facilitator in group dynamics.
• Advanced team-building techniques focusing on conflict, roles, and norms.
• Intergroup interventions: managing conflict and improving collaboration across units.
• Designing and facilitating effective off-sites and alignment workshops.

Unit 3: Techno-Structural and HRM Interventions

Techno-Structural Interventions

• Principles of work design: job enrichment, job rotation, and self-managed teams.
• Applying process reengineering and Lean/Six Sigma to organizational processes.
• Structural interventions: functional, matrix, and network design considerations.
• Using socio-technical systems theory for work system design.

Human Resource Management Interventions

• Designing integrated performance management systems for strategic alignment.
• Strategic reward system design (compensation, incentives) to reinforce desired behaviors.
• Interventions for talent development, career pathing, and succession planning.
• OD's role in managing diversity, equity, and inclusion (DEI) initiatives.

Unit 4: Strategic and Large Group Interventions

Strategic Interventions

• Designing a visioning process and clarifying strategic intent.
• Interventions for organization-environment fit and strategic alliance formation.
• Developing a scenario planning and future-gazing process.
• Culture change interventions using various change levers.

Large Group Interventions (LGIs)

• Deep dive into Future Search methodology and its application.
• Facilitating Open Space Technology and World Café for massive engagement.
• The use of Appreciative Inquiry (AI) for large-scale, positive change.
• Logistical and facilitation challenges of large group work.

Unit 5: Execution, Ethics, and Sustainability

Power, Politics, and Ethics

• Analyzing the political landscape and power structures before intervention.
• Managing resistance and conflict that arises from interventions.
• Adhering to the OD Code of Ethics: confidentiality, competence, and client welfare.
• The role of the consultant's self-awareness and use of self in the process.

Evaluation and Institutionalization

• Designing a rigorous evaluation plan for intervention effectiveness (e.g., ROI).
• Strategies for transferring learning and internalizing new skills and processes.
• Monitoring and reinforcing the desired change post-intervention.
• Building internal OD capacity to reduce reliance on external resources.