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The programme curriculum is designed seamlessly from one step to the other starting from
- Building a self concept
- Theoretical foundations for self as an instrument of change
- Building structural/conceptual frames for OD and change borrowed from other disciplines and theories like positive psychology, social and organisational research and innovations
- Exposure to fundamental approaches to diagnosis and design of intervention for change
- Technical inputs to measure, diagnose and enable change management and OD at personal, group and organisational levels
- Contracting with a client system for a mini project leading to diagnosis and suggestive interventions and getting the same accepted
- Shadow consulting to evaluate the impact and learn and
- Develop own approach to OD.
Thus declarative knowledge and functional knowledge are iterated to speed up the internalising of OD principles and processes.
The approach to learning about OD has similarities to ‘outcome based teaching and learning’ and the building of competency follows the ‘Kolbs experiential learning cycle’ .
The credits for learning, applying and mini project gets added up progressively with the help of module tutors, programme director, subject mentors and shadow consulting coaches from the larger system of ISABS and associates in India and across the globe.
In order to ensure and encourage active learning and action learning, linkages are created within the learning group and with the alumni of the previous batch(es) and other volunteering professional members of ISABS who are actively engaged in change management and OD in India and other countries.
Self assessment, peer assessment and external expert assessment are three of the contact assessments opportunity offered enroute the programme journey. Besides written exams, quizzes and opportunities to innovate and develop local theories among sub groups - expanded references to sociology, cultural differences and diversity are made aware of for individual pursuits if he/she develops an interest.
Assessment of the mini project – portfolio assessment heavily relies on the client’s testimony of the impact the candidate brings from his/her engagement as an external change agent/ facilitator/ consultant.
The assessment becomes easier when it is formative and the choice is offered to the candidate for readiness to go to the next level. Thus the assessment becomes life long and holistic and not imposed.
The programme starts with the declaration of the intended learning outcomes for the candidate and what the programme aims for. Standards of performance for a scholarly mastery of OD are declared wherever sought for and bench marks are also defined wherever available. The rigour of learning is driven by subject centric and candidate centric needs and importance.
There can be unintended outcomes and spin-offs both to the programme system and the candidate during the one year journey.
The programme has been structured into four phases.
- Basic human process labs to appreciate the role of self as an instrument of and for change.
- Concept workshops to understand TA, Learning styles, Myers and Briggs typology and other psychometric instruments relevant to OD.
- Self measure instruments
- Basic measurement of built in competencies for OD before the programme ( Janice Williams typology).
Period: April to May
Period: June to August.
Period: September to October.
Period: November to December.
Period: January to March (following Year)
| Level 1 | Level 2 | Level 3 | Level 4 | Level 5 |
|---|---|---|---|---|
| Certificate of participation: meaning the candidate is still an intern in the journey of becoming an OD consultant and can pursue to go further at his or her own pace to complete. | Certificate of accreditation to acknowledge the process consulting skills acquired from the programme. Can be an add on to being an internal trainer or an L&D functionary | Certificate to acknowledge the capability to operate as an internal consultant and change designer for organisational effectiveness | Certificate to practice as an external consultant who can be invited by any Organisation for his/her credibility in Business or sector specific OD | Certificate to acknowledge the high standards of scholarly practice achieved and thus can be declared as an expert or a catalyst for OD and change management |
The Project Director is available throughout the learning journey and will mentor and coach the candidates in case of special attention need be given. During the mini project that is compulsory, the PD will offer shadow consulting to help acquire specific competencies.
Of interest is the Global OD Summit coming in August 2009 in ISB Hyderabad where the entry fee for ODCP candidates will be on a special concessionary offer. ( www.odsummitindia.org)
The premium of this certification programme is on mastering the theoretical underpinning, understanding self at a deep level, the art of contracting and negotiation, the power of influencing Top management and the creative designing of change interventions for organisational transformation. The external assessors come from IIMB, ISB,MDI, IISc and a Senior Corporate OD Advisor from India and an International consultant and professional from USA.