"Organization development is a system-wide application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures and processes for improving an organization's effectiveness."
Cummings and Worley, "Organization Development and Change", Sixth Edition, South-Western Publishing, 1997, p.2.
At ODR we include the practices that individuals, teams and leaders adopt and are embedded in the culture that either facilitate or hinder productivity and performance.
These are advanced materials designed for practiced professionals and include pre and post measure interventions requiring accreditation to deliver.
Group facilitation is an art. There are many components to be orchestrated and navigated to ensure an engaging, interesting, fun and dynamic learning environment that is safe, challenging and productive. This dynamic program provides a solid framework and proven techniques for generating creativity, motivation, consensus and outcomes from group participants.
Whether the setting is a corporate boardroom, an offsite conference room, or a community centre, facilitation skills are essential for anyone who leads meetings or groups and wants successful outcomes with maximum support.
- Apply a wide variety of strategies, approaches and techniques to manage workshop participants
- Group dynamics and how to maximise the potential roles taken up in groups
- Differentiate between the process and content of a group discussion
- Negotiating and setting group agreements
- Dealing with 'hot spots' and facilitation challenges.
- Facilitating Collaborative Decision Making
- Create and sustain a participatory environment
- Practice techniques for dealing with disruptions, dysfunctions & difficult people in a group setting
- Define what interventions are, when they are appropriate and learn how to implement them
- High quality facilitation utilising proven processes can be the difference in the experience, outcomes and potential of our workplace endeavours.
- Keep discussions on track
- Manage difficult personalities more effectively
- Channel different types of behaviours effectively
- Work within the three constraints of time, cost, and scope
- Develop techniques to generate and share ideas
- Ensure everyone in their team is operating to excel
- Shape the team to understand strengths and weaknesses of individuals
- Track progress made by the group and individuals
Action learning is an effective problem solving process and proven outcomes in a growing number of organizations worldwide as a powerful tool for developing leaders, teams, and organizations. Participants explore the six essential components for successful action learning programs, the steps and processes of implementing action learning and put into practice an action learning project.
- Applied understand of how and why action learning is effective in solving problems, building teams, developing leaders, and creating learning organizations
- Apply the six components and two ground rules of action learning as well as the questioning and reflection processes of action learning
- The role and competency of the action learning coach
- Strategies for establishing and tailoring action learning for an organization.
Become an igniter and generate, capture and profit from your ideas
Ideas for improving efficiencies and effectiveness occur on every work scene every day. Quite often cost saving or competitive advantage is lost however to the daily demands of busy work lives. This program has proved successful as a process for generating and capturing these and new ideas and for mapping out the actions required to get traction and to ensure the proposed return on investment is achieved within your work scene
Whether you are an individual wanting to create and propose a solution that sticks, a team wanting to review and revamp processes that are not working for you, or an organization considering efficiency and productivity measures, this workshop will provide a process and a practice for achieving a viable solution. You'll learn and apply a process for ideation, letting go of success limiting factors and designing new ways that are business outcomes focused, encourage collaboration, engage creative thinking, build team cohesion and improve efficiency and effectiveness.
- Learn a proven process for eliciting and generating the flow of ideas that works for everyone.
- Work with specific tools and techniques that support creative idea generation and innovative solutions.
- Identify specific efficiency and effectiveness measures for your work scene.
- Collaborate in the generation of viable solutions and strategies to ensure what needs to be done when is and ensure success.
- Learn from the experience of the facilitator and other participants and their success stories, how to focus your efforts and what to avoid.
- Generate an implementation plan for enabling and monitoring the progress of the idea and measure the return on investment.
- Identify enablers and surface and challenge success limiting factors at your work place.
- Influence strategies for managing challenges.
- Work through what prevents and what ensures your efficiency and effectiveness ideas are implemented.
Organizations can be thought of as living beings made up of the individuals working within it. Appreciative Inquiry has the ability to change the whole organization by changing the people. Through positive questioning people will be directed to move in a positive direction. Recognizing the strengths and values of what works as opposed to what's wrong will transform the individuals and thus transform the organization.
Appreciative Inquiry is a shift from looking at problems and deficiencies and instead focusing on strengths and successes. It is a tool for organizational change and it will strengthen relationships. Who doesn't like to share good positive stories and events?
- Know the meaning of appreciative inquiry
- Think in positive terms and avoid thinking negatively
- Encourage others to think positively
- Recognize positive attributes in people
- Create positive imagery
- Manage and guide employees in a positive environment
This professional development program enhances participants capability to facilitate problem solving and decision making within the system in which their group works. The goal of systems thinking is to explore the interrelationship of the "parts” in order to recognize how the "whole” is greater than the sum of the "parts” -- to get the big picture and build effectiveness. It is important to keep the focus on the end results, and try not to get lost in the minutiae.
•Definition and competency of process facilitation and facilitator
•Core skills and process facilitator capability
•Art and science of facilitation
•Engaging clients and questioning techniques
•Divergence and convergence facilitation
•Focus group engagement
•Affinity Diagram Technique
•Brainwriting and brainstorming
•Multi criteria decision making process
Do you want to specifically develop yourself as a facilitative trainer rather than remain bound in the traditional role of lecturer and presenter? Research, into how people learn, reveals that there are many learning styles. This means that sticking to just one method of instruction - lecture and presentation - is not enough. Now, trainers who want to stay in business have to become facilitators. Becoming a true facilitator means you need to get to grips with the ideas, tools and techniques of Accelerated Learning (A.L.).
- Current trends that are forcing us to restructure our approach to learning for greater effectiveness
- Speed the design process by 75% while producing far better learning results
- Curing some of today's major educational disconnects
- Engage learners totally in their own learning
- Blueprints, templates, and methods for creating a new learning culture
- Current research on how the brain learns best
- The new role of designers, instructors, learners and managers establishing and maintaining a learning culture
- Proven ideas for speeding and enhancing classroom, online and workplace learning
- Assess your preferred style of learning and structuring learning to ensure style preferences are met
- The learning organisation and knowledge management
- Cross functional and departmental silos to create long-term value for individuals, teams and organisation
Creating a workshop for employee training will require thoughtful planning. A workshop should include objectives that help learners acquire specific skills. It's always a good idea to take a survey before and after a training workshop to document results achieved. For example, employees can be questioned about how confident they feel, before training, concerning their ability to organize work projects. After the workshop, they can answer those same questions again. Plan a workshop to help attendees gain knowledge to solve specific problems.
- Choose the appropriate approach from a range of learning design structures, layouts and formats.
- Produce learning materials which maximize the learning experience.
- Manage the learning process efficiently.
- Reduce the time required to develop successful learning resources.
- Use evaluation throughout the learning process.
- Conduct a task analysis to determine workshop content.
- Write performance-based workshop objectives.
- Design tests and exercises to evaluate performance.
- Select the most appropriate instructional methods.
- Determine the best structure and "flow” for a workshop.
- Apply principles of adult learning.
- Develop workshop materials (e.g. lesson plan, manual).
- Validate learning design.
- Evaluate learning effectiveness.
Thanks in large part to technology, how individuals acquire new--or modify existing--knowledge, behaviors or skills has changed dramatically. For corporate learning and development professionals chartered with developing human capital in today's organizations, the impact of these changes can be both exciting and overwhelming. The focus has shifted away from developing a catalog of classroom training programs to understanding and deploying a broad array of learning approaches. These may include: asynchronous on-demand training, live virtual training, social learning, just-in-time training, exploratory informal learning, micro-training and mobility, to name just a few.
Work directly with your learning and development team to create a customized Learning Architecture that defines the optimal training approach to specific areas of learning across the organization. This Learning Architecture will take into account the profile of your learners, your corporate learning objectives and the nature of the learning content. At the end of the workshop, your team will leave not only with a new appreciation of how different training approaches can be leveraged to reinforce one another, but also with a concrete, actionable roadmap that will enable your organization to create an optimal continuous learning environment.
- Current learning initiatives available.
- The key elements to be included when putting together your learning & development strategic plan.
- Use 'best practice' and proven methodologies to develop your strategic options.
- Evaluate strategic choices and take decisions with confidence.
- Define the strategic objectives for the function, ensuring it is aligned with the needs of the organisation.
- Identify the most effective options to gain commitment when communicating your strategic plan
Psychologists and change management consultants at ODR have dedicated significant resources to developing the road map to a performance based culture and have captured the necessary factors to achieve results. The resultant Attensity Map ™ is a learning program designed to influence business outcomes through empowering people to achieve cultural change in: service delivery; effective interpersonal relationships; problem solving, creativity and innovation; initiative, accountability and self-directed work practices.
Registration in this program is coordinated by our specialist organization development consultants. For more information phone +61 300 732 188 or contact us.