This course contains the use of artificial intelligence.
400 tools for organizational development in one course: 245 ready-to-use question lists, procedures, checklists, templates and matrices, 132 models and methods, and 23 services and apps shown on screen.
Open a lecture, take the tool, use it in your current change project.
Why change projects stall
A company starts a change with a solution: a new structure, new values, a new system. Nobody has checked what the real problem is, people do not see why it is needed, and after three months everything quietly returns to the old way. Organizational development works in the opposite order: first diagnosis, then a plan agreed with the people involved, then the intervention and an honest evaluation.
What changes after this course
You agree the scope and the roles before the project begins. You collect data with interviews, surveys and observation and bring the findings back to the client. You build an action plan and choose interventions for the individual, the team and the process. You measure what changed. And you can lead the people who carry the change.
What is inside: 400 tools, counted file by file
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 56 downloadable resources: the lecture presentations
- 245 ready-to-use tools inside the presentations:
- 73 question lists and conversation scripts: organizational change readiness, OD diagnostic interview script, Gallup Q12 questionnaire, corporate culture diagnosis
- 46 step-by-step procedures and workflows: PDCA cycle, OD action planning, corporate culture development, Kotter’s 8-step change model
- 43 templates and sample documents: OD consulting plan, OD action plan, business process description, SWOT analysis
- 43 checklists: OD contracting, survey design, corporate culture integration, OD intervention evaluation
- 27 scorecards, rubrics and scoring matrices: CIPD organizational development competencies, RACI matrix, change resistance response matrix, stakeholder power-interest matrix
- 4 formulas and metric sets: leadership style effectiveness index, median salary calculation, employee retention metrics
- 1 search string
- 8 other working tools: personal history team exercise, team effectiveness feedback exercise, event-driven process chain
- 132 models and methods explained with examples: force field analysis, Schein organizational culture model, Tuckman team development model, Lewin’s change model
- 23 services and apps shown on screen, from a quick look to a detailed demo: Miro, Notion, Asana, Jira, Trello, Slack, Zapier, 15Five and others
Where the tools are
- OD core (4 sections, 99 tools). OD fundamentals and starting a project, diagnosis and action planning, interventions for individuals, teams, processes and global change, evaluation and change management.
- People management for OD leaders (316 tools in 48 lectures). Hiring and onboarding, team development, leadership styles, pay and bonuses, motivation and retention, talent and succession, goals and metrics, one-on-one meetings, coaching, team meetings, agile work and change. Three quarters of the course tools and all 23 services are here.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
I start every change with diagnosis. When I joined Preply there were 45 people, and I held 45 interviews. It took about a month and gave me an ideal picture. At iDeals there were already 115 people, so I ran surveys and interviewed about eight managers; I said I wanted to get to know the company, but I was looking at their readiness for change. At Wargaming management was worried about turnover and assumed people were unhappy with pay. I ran a large research project, and things turned out to be not as bad as management thought, though there were clear problems in communication and processes to fix.
How to use the course
Watch the four OD sections in order: they follow a project from contracting to evaluation. Then use the people management lectures as a reference. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 57 lectures across 6 sections, 30 hours
- 56 downloadable resources: lecture presentations
- 400 tools across the lessons, ready to copy into your own work
- A 10-question practice test, a quiz and a role play
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Take one change your company is planning. Open the lecture on starting OD projects, go through the contracting checklist and answer the change readiness questions. Enrol now and start your first lesson today.
