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Online Courses

As a practitioner I am often asked if I run training courses.  I do, but as an OD practitioner my approach is to offer bespoke courses which take into account the context in which I am delivering the workshop in order to help the organization move forward.  However,  I have recently recorded some online courses which are peer-reviewed, CPE-earning courses, which may be relevant to your job and your career.  Keep checking in because I will be adding to these over the coming months.

Special Offer – Get a 10% discount when you use coupon code Foster10 use this for the instructor offer discount to be automatically applied.



Available Courses

Developing a solid overview of the theories and history that support Organization Development (OD) and Change.  This course will serve to enable the OD practitioner to identify assumptions, evaluate statements, review evidence and identify values with the organizational system.

Discussing how Organization Development (OD) helps the people within an organization develop vision, understanding, clarity, and agility. This course serves to demonstrate how OD can be used to support people playing an active role in driving positive organizational change.

Developing the required skills and knowledge for OD practitioners to undertake a data gathering exercise, with which to provide both the practitioner and clients with a clear picture of how to proceed with the change journey.  This course will serve to examine the tasks and skills required for the diagnostic phase of the OD cycle.

Discussing how Organization Development interventions support organizational change by utilizing the people resource within the organization. This course will serve to examine a range of OD tools and techniques such as World Café, Open Space Technology, etc. which are available to deliver the desired OD outcomes required.

Discussing the practice of Appreciative Inquiry (AI) as a collaborative and constructive inquiry process.  This course will serve to examine the foundational principles of AI and the research that demonstrates impact on organizations of positive questions and the relationship between positive possibilities of the future and the resulting actions.

Discussing how evaluation of Organization Development is a continuous and constant process of assessment, which takes place throughout the OD cycle. This course will serve to examine a range of OD evaluation methods available to assess the extent to which the OD intervention has delivered the outcomes agreed prior to programme delivery.

Discussing how in effective organizations, the vision, values and purpose derive from the convictions of people in the organization and inform all other components of the organization.  This course offers a critical perspective on organization development and highlights the direction connection between a commitment to ongoing OD approaches and the achievement of organization purpose.

Provides the knowledge of how to flexibly use design features of an organization to achieve the desired outcomes. This course highlights organization design as a techno-structural OD methodology to focus on congruence and alignment to build high performance environments.


Discussing the organization development (OD) practitioner’s role as “Self as Instrument” in the change journey and how their own development journey enables OD practitioners to operate in dynamic work situations with credibility in order to deliver a critical impact.  This course examines the basic requirements for a successful practice of OD in an organization and should be of interest to anyone who is planning to develop a career in OD.

Discussing the importance of professional ethical practice for those engaging in expert and specialist roles within an organizational framework.  This course examines how to gain competence by focusing on the enhancement of OD skills and underpinning knowledge in an evolving expert/specialist role.

Developing the capability of the Human Resource Management (HRM) professionals to contribute constructively to the formation of organizational responses to the organization context. This course serves to increase credibility and influence of HR practitioners at senior levels in the organization by enabling them to effectively identify, examine, and analyze the major contexts within which their organization operates.

Discussing how to make the strategic connections between the organization’s strategy and the people strategy.

Developing the skills and knowledge, based on contemporary debates and future developments, needed to enable the organization to achieve the most fundamental HRM aim of mobilizing a workforce. This course will serve to examine a strategic approach to attraction and retention of staff, and the increased sophistication in the area of people resourcing reflected in proactive diversity management, employer branding, work-life balance initiatives and innovative approaches to job design.

Discussing how to create value from an intangible asset that is measured as a head count cost on the organizational balance sheet. This course will serve to challenge the narrow focus of traditional talent management processes and provide practical steps managers and Human Resource Managers can take to increase the utilization of human potential within their organization

Providing valuable information on how Human Resource Business Partnering (HRBP) operates in practice and discuss the required business partnering skills of those individuals working within the Human Resources (HR) function within an organization.

Discussing everything that a line manager needs to know about the Human Resource (HR) function and its role within organizations.

Discussing both the theoretical underpinning and practical fundamentals of training design for Behavior Change this course examines how to use group and human dynamic processes to emphasize the ‘self-renewal’ ability of the individual, facilitated movement of groups and improvement of the health and effectiveness of organizations in a sustainable way.

Discussing both the theoretical and practical framework of two fundamentals of training design: training needs analysis phase, where we discuss the importance of understanding the nature of the context within which the organization is operating and the issues the organization faces in achieving its objectives; the evaluation phase, and how to align training interventions to organizational performance objectives.


Coming Soon

Developing an Agile Orgnaization

Examining the role of the Human Resource Manager in contributing constructively to the formation of organizational responses to an organization context, which is undergoing continuous and multifaceted change. This course provides a framework for HR Managers to develop their agility and resilience whilst learning from setbacks and enhancing their capacity to act.

Using Data for HR Decision-Making

Developing the skills and knowledge needed to deal with HR metrics, management information and HR analytics.  This course will serve to provide HR managers with an understanding of what data to analyze, how to interpret and analyze the data for effective HR decision-making.