Strategic OD Practitioner Program
January 26, Monday
January 28, Wednesday
Meet your Program Faculty
MOHD. RAFIQUL ISLAM
Senior Program Faculty
Mohd. Rafiqul Islam is a distinguished Senior HR leader and Enterprise Transformation Consultant with over 27 years of experience in bridging the gap between people strategy and business outcomes. He is widely recognized for his expertise in Organizational Development (OD), KPI-driven Performance Management (Hoshin Kanri), and Compensation Architecture. Having worked across diverse sectors—including Pharmaceuticals, FMCG, Automobile Manufacturing, and Steel—hefocuses on integrating AI-enabled HR solutions to optimize workforce productivity and realize sustainable competitive advantage.
Education & Credentials
- MPHRM – University of Dhaka
- MBA (major in HR) – University of Science & Technology Chittagong (USTC)
- MSS Economics – University of Rajshahi
- Execution & Leadership – Harvard Business School
- Productivity & Innovation Management – Nanyang Polytechnic, Singapore
- Certified OD Professional (CODP) – CAP, UK
Areas of Expertise
- Strategic HR & Organizational Capability
- KPI-Driven Performance (Hoshin Kanri)
- Compensation Design & Reward Architecture
- AI-Enabled HR & Digital Transformation
Program Value Proposition
AI replaces routine work. Strategic judgment, leadership, and influence remain human.
This program builds the human intelligence required to design organizations, lead change, and drive sustainable performance—capabilities no technology can replace.
Program Architecture
This practitioner-level program equips mid- to senior-level professionals with the capability to design, lead, and institutionalize Organizational Development (OD) initiatives that directly drive business performance, organizational resilience, and sustainable growth.
The program integrates global OD frameworks, real-world South Asian business contexts, and hands-on practitioner tools, enabling participants to translate insight into immediate workplace impact.
Fundamentals of Strategic Organizational Development
- Clarify what OD truly is—and what it is not
- Understand why OD is essential for sustainable business growth
- Recognize OD as a long-term transformation discipline, not a short-term fix
- Case analysis: When HR solutions fail but OD succeeds
- Reflection exercise: Distinguishing OD from training, HR operations, and consulting
The Architect’s Mindset
- Shift from “HR support” thinking to strategic organizational architecture
- Learn to frame OD in C-suite language: Risk, Revenue, Reputation
- Understand OD as the science of execution
- Executive simulation: Convince the CEO why OD matters more than replacing a manager
- Metaphor exercise: Organization as Operating System vs. Hardware
Core OD Frameworks & Organizational Effectiveness Models
- Separate symptoms from root causes
- Apply 11 diagnostic lenses to identify systemic misalignment
- Convert raw data into executive-ready insights
- Diagnostic matrix workshop: Data → Insight → Decision Focus group simulation: Diagnosing turnover beyond compensation
- Benchmarking exercise: Positioning an organization against industry peers
Organizational Diagnosis & Evidence-Based Data Collection
- Structure complexity using proven global OD frameworks
- Translate diagnostic data into strategic narratives
- Apply models such as Weisbord’s Six-Box to surface misalignment
- Framework application lab: Aligning ambition with workforce behavior
- Case mapping: Strategy vs. Structure vs. Culture
Designing High-Impact OD Interventions for Sustainable Growth
- Design OD interventions that deliver measurable business impact
- Balance quick wins with long-term institutionalization
- Embed systems thinking into intervention design
- Intervention Design Lab: Solving real organizational bottlenecks
- Peer review: Stress-testing intervention sustainability
The Human Side of Strategy: Change Leadership & Influence
- Understand the psychology of change and resistance
- Build leadership capability to mobilize transformation
- Apply influence strategies for systemic adoption
- Role-play: Leading high-stakes change conversations
- Influence mapping: Identifying formal and informal change leaders
Delivering Value: Impact Metrics and Institutionalizing Change
- Develop metrics that make OD credible at board level
- Institutionalize change for long-term resilience
- Link OD outcomes to risk mitigation, revenue growth, and reputation
- KPI scorecard design: Measuring OD impact
- Capstone exercise: Building an OD sustainability roadmap
Program Outcomes
Participants will be able to:
- Diagnose complex organizational challenges with confidence and rigor
- Design OD interventions aligned with business strategy and growth priorities
- Lead change with credibility, influence, and executive presence
- Measure OD impact in clear business terms
- Position themselves as strategic OD practitioners, not facilitators or trainers
Program Modality
- Executive-grade presentations
- Faculty-led lectures
- Real-world success stories
- Hands-on diagnostic and design exercises
- Case-based learning
Who should attend
- HR Business Partners and HR Leaders
- OD and Change Practitioners
- Business Leaders driving transformation
- Consultants and Strategy Professionals
Conclusion: from Theory to Results
Strategy defines the what. OD delivers the how.
This program is about mastering the science of organizations and the art of making strategy work through people, systems, and culture.
We do not merely teach OD—we develop organizational architects who will shape the next generation of Bangladeshi corporate excellence.
Prepare to lead. Prepare to architect. Prepare to transform.
Certification Awarded
Certification Requirements
To earn the Certificate of Completion, participants must actively engage in and thoughtfully complete all seven modules, including the associated exercises and simulations.
This ensures not only conceptual understanding but demonstrated practitioner capability.