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Certificate in Organisational Development & Change

The Science and Skills to lead Change
and Development in any Organisation

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Why Choose Us

The Certificate in Organisational Development & Change training course provides HR, leadership and change professionals with an evidence-based foundation in OD theory and practice. It prepares delegates to lead meaningful change, strengthen organisational capability and foster cultures where people and performance thrive. Effective organisational development requires knowledge of human psychology, group dynamics, leadership, diagnostic methodology and cross-cultural awareness. These disciplines must be applied within the distinct structure, history and workforce of each organisation.

Over five focused days, the course combines the essential dimensions needed to develop a complete, practically grounded OD capability. Delegates examine the psychology of work, the history and practice of OD, change leadership models and organisational structures. They also explore diagnostic tools, HR strategy and the critical influence of culture on OD effectiveness. This breadth of knowledge supports professionals in leading change with confidence, credibility and a deeper understanding of how organisations and their people operate.

This Certificate in Organisational Development & Change training course will highlight:

Understanding human psychology and group dynamics at work
Examining the history, theory and practice of organisational development
Applying leadership and change models within organisations
Understanding organisational structures and their distinct contexts
Using diagnostic methodologies and tools to support OD practice
Connecting HR strategy, cross-cultural awareness and culture with OD effectiveness

Why Choose Certificate in Organisational Development & Change

Course Goals

What are the Goals?

The Organisational Development & Change Training Course aims to build a thorough and practically relevant understanding of OD theory, change leadership, diagnostic practice, and cross-cultural factors — equipping delegates to lead and carry out effective organisational development interventions.

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

Describe the history and psychological foundations of organisational development, including Maslow, Herzberg, and the Hawthorne Effect
Differentiate change management from change leadership and use each one appropriately
Recognise the principal drivers of change and determine the necessary scale and approach for different forms of organisational change
Effectively manage change at individual, team, and organisational levels — including the five psychological phases of change
Examine organisational structures and understand how the modern organisation has developed
Use an understanding of group psychology and team development to facilitate effective OD interventions
Employ diagnostic tools, including SWOT, PESTEL, and Force Field Analysis, to evaluate organisational readiness and guide OD strategy
Use research and data collection methods to underpin evidence-based OD practice
Create talent and succession management approaches that effectively attract, retain, and develop people
Assess how culture affects OD practice using Hofstede's models and implement culturally sensitive OD approaches

Who is this Training Course for?

This Certificate in Organisational Development & Change training course is designed for:

Organisational Development Managers
Change Management Professionals
Human Resources Managers
Learning and Development Managers
Talent Development Managers
Organisational Effectiveness Specialists
Business Transformation Managers
Culture and Engagement Managers
Internal Organisational Development Consultants
Strategic Planning Managers

Learning Approach

How will this Training Course be Presented?

The Organisational Development & Change Training Course uses a reflective and intellectually stimulating learning approach, combining OD theory with practical application. The course advances step by step — beginning with the psychological and historical foundations of OD before progressing to change leadership, organisational analysis, diagnostic tools, and cross-cultural practice.

Case examples, diagnostic activities, and group discussions are incorporated throughout — prompting delegates to relate OD frameworks to the actual organisational challenges they encounter.

Delivery approaches include:

Instructor-led sessions addressing OD history, psychological foundations, change leadership models, and organisational theory
Change leadership workshops examining change drivers, the definition of scale, and the five psychological phases of change
Organisational structure analysis sessions exploring how structure affects OD effectiveness and change outcomes
Group dynamics and team development exercises that apply the psychology of group behaviour to OD interventions
Cross-cultural OD sessions using Hofstede's models to explore how culture shapes and limits OD practice

The Course Content

Introduction to Organisational Development & Change

The Psychology of Work
History of OD
Maslow and Hertzberg & The Hawthorne effect
Putting OD into practice
Change Management or Change Leadership?

Organisational Change Leadership

The key drivers of change
Defining the scale of organisational change
Approaches to Organisational Change
Change at the individual, team, and organisational level
The five psychological phases of change and their effective management

Understanding Organisation & Groups

The development of the modern organisation
Organisational Structures
The psychology of the group and group dynamics
Groups versus Teams
The development of the Team

Practical OD Methodology & Human Resource Issues

Data collection and analysis
The goals of data collection & research methods
Diagnostic tools (SWOT, PESTEL, Force Field Analysis)
Attracting, retaining, and developing your people
Talent & succession management

OD Across Cultures

Introducing culture and Hofstede’s models
The impact and limitations of Western thought
Individualism Vs. Collectivism
How different attitudes and belief systems affect work
Identifying OD practices that may be culture-bound

Recognition

Certificate

• Wallstreet Development Academy Certificate of Completion for delegates who attend and complete the training course.

Collaborations

In Partnership With

Frequently Asked Questions

This course focuses on the science and skills involved in leading organisational change and development. It brings together an evidence-oriented understanding of change with the practical capabilities needed to lead it. The subject is framed for application in any organisation.

The course builds skills for leading organisational change and development. Its emphasis is on applying relevant knowledge while developing practical leadership capability. The available information does not specify individual techniques or tools.

The course combines scientific understanding with practical skills. Its subtitle highlights both the science of organisational change and the skills needed to lead change and development. This indicates a balance between understanding the subject and building leadership capability.

The course is relevant to people who want to develop their ability to lead change and organisational development. It may suit those seeking both a scientific foundation and practical change leadership skills. Specific job roles, experience requirements, or entry criteria are not provided.

You will learn about leading change and development within organisations. The course addresses both the science behind organisational change and the skills required to guide it. Specific topics or modules are not provided in the available course information.

Yes, the course explicitly covers organisational development and change. It focuses on the capability to lead both areas rather than treating change as a purely theoretical subject. The title and subtitle position leadership as a central part of the learning.

Yes, the course is presented as relevant to change and development in any organisation. Its focus is broad organisational application rather than a named industry or sector. No sector-specific limitations are stated in the available information.

The main intended outcome is stronger capability to lead change and development in an organisation. The course supports this through a combination of scientific understanding and relevant skills. No separate professional accreditation or additional qualification details are stated beyond the course title.