ISOD curriculum unifies frontier research, concepts, methods and tools within the discipline of organization development.

Organization development (OD), with its powerful and influential heritage, solid core, evolving applications and approaches, plays a vital role in today’s global, fast-paced world of constant change. Integral School of Organization Development (ISOD) was conceived as a unique guide through the field and applications of OD.

The School’s graduate-level program is especially suited for experienced practitioners, consultants and change agents who wish to explore organization development’s foundation, scope, focus, purpose, and methods. Classes are designed to capture the best thinking on key topics, fine-tune mentoring and consulting skills, learn about intervention options, envision human and organization development’s future, as well as reflect on the larger issues in growth and change. Leaders and managers will find tools and techniques they need to understand the route to organizational health and effectiveness, and to develop, launch, and nourish successful change efforts.


Module 1: Understanding Development

  • What is organization development
  • Past, present and future of OD
  • Dynamics of groups and teams
  • Specialist, eclectic and integral development
  • Mentoring and its role in development

Module 2: Diagnostics of Vertical Development 1

  • Structuralism and constructivism
  • Competences as evolving structures of mind
  • Models of competence vs competency models
  • Key principles of structural development
  • Development of moral behavior
  • Development of work behavior
  • Development of values

Module 3: Diagnostics of Vertical Development 2

  • Development of leadership
  • Development of coaching and mentoring
  • Challenge-Support-Feedback triangle in mentoring
  • Development of teams
  • Development of organizations
  • Integral psychograph

Module 4: Diagnostics of Horizontal Development 1

  • Using typologies to manage variety
  • Typological models and their limitations
  • Fundamentals of psychometrics
  • Choosing instruments for typological profiling
  • Validity, reliability and interpretation bias
  • Personality traits
  • Organizational culture, climate and employee engagement

Module 5: Diagnostics of Horizontal Development 2

  • Leadership styles
  • Types of business models
  • Combining types and states: situational leadership
  • Employee types and talent management
  • Organizational design: types of organizational structures

Module 6: Nature of Individual Change 1

  • From taxonomy to ontogeny of development
  • Development of cognition
  • Recognizing and changing deep seated beliefs

Module 7: Nature of Individual Change 2

  • Immunity to Change model
  • Single, double and triple loop learning
  • Inquiry and reflective practice

Module 8: Managing Change 1

  • Change Management
  • Translation and transformation
  • Understanding the change process
  • PDCA, ADKAR and other change models
  • Changing organizational culture
  • Projections and Ladder of inference

Module 9: Managing Change 2

  • Organizational restructuring and turnaround
  • OD in mergers and acquisitions
  • Vertical sales transformation
  • Developing strategy focused organizations
  • Case studies in implementing organization-wide change

Module 10: Patterns of Organizational Behavior

  • System dynamics
  • The concept of a system and a holon
  • Individual and organizational holons
  • Tenets of systemic thinking approach

Module 11: OD Intervention Targets

  • Method of OD analysis by quadrants
  • Problems of quadrant-reductionism
  • Process consultation
  • Large Group Interventions

Module 12: After Action Review

  • Demonstration of:
    • Structural diagnostics skills
    • Typological diagnostics skills
    • Managing (paradigm) change
    • Applied systemic thinking
  • Presentation of individual models of work
  • Individual feedback from faculty and students
  • Group feedback on the entire learning journey
  • Recommendations for further development


ISOD ODM Program aims to help students master how to:

  • Improve the performance of employees and organization
  • Select the right tools to use during crisis management
  • Change core beliefs and values in an organization
  • Develop conscious, proactive and responsible employees
  • Adapt to shrinking, expanding or emerging markets
  • Boost creativity and innovation in the organization
  • Restructure an organization (execute “turnaround”)
  • Develop not only employee competencies, but also personality
  • Manage the evolution of an organization and its changes
  • Lead the organization development process and interventions
  • Select and use the right tools for organizational diagnostics
  • Use the diagnostic results to plan and design OD interventions
  • Intervene into organization culture, structure and processes
  • Detect and avoid typical pitfalls of OD interventions
  • Ensure successful change management process and outcomes