Curriculum

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.

Curriculum:

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