Organisation Design, Development & Change Management is a structured track of 14 lessons that build a complete, interview-ready understanding of the topic. Work through them in order, then use the quiz and flashcards in each lesson to revise.
What this course covers
- What Organisation Development Is and When to Use It - The intervention set, and diagnosing which problem actually needs which one.
- Diagnosing an Organisation Before Intervening - Using a diagnostic model so the solution follows the evidence, not the fashion.
- Organisation Structures: Functional, Divisional & Matrix - Each structure's coordination cost, and the failure mode it produces.
- Spans, Layers & Designing for Decision Speed - How span and layer choices slow or speed decisions, with worked examples.
- Role Clarity, Accountability & Decision Rights - Assigning decision rights explicitly so accountability stops being ambiguous.
- Change Management Models and Choosing Between Them - The main models compared, and the situation each is genuinely useful for.
- Resistance to Change and How It Actually Shows Up - Reading resistance as information rather than obstruction, and responding to it.
- Stakeholder Mapping & Change Communication Planning - Mapping influence and interest, then sequencing the communication accordingly.
- Culture: Diagnosing It and Changing It Through Systems - Why culture changes through incentives and processes rather than value statements.
- Mergers & Acquisitions: HR Due Diligence and Integration - People risks in diligence, and the integration decisions that must be made early.
- Restructuring & Harmonising Terms After a Merger - Role mapping, redundancy, harmonising terms and retaining critical talent.
- Measuring Whether a Change Programme Worked - Adoption, behaviour and outcome measures, defined before the programme starts.
- AI-Driven Organisation Design & Workforce Redesign - Redesigning structures and roles when AI absorbs part of the work.
- Case Study: Leading a Restructure Without Losing Capability - A restructure run end to end, including who was retained and why.