Face-to-face and online

Systemic Change Management/ Organizational Development

27th Program

Target group

The systemic change management/organizational development program is aimed at people who want to further develop or deepen their change management/organizational development competencies. Our more than 30 years of experience in national and international consulting and organizational development work are the basis of this program.

The program is aimed at internal consultants, external consultants, coaches, project managers and executives who want to expand their change management/organizational development competencies.

In a preliminary discussion, we can deepen these aspects and our many years of experience both as internal and external coaches, as managers and consultants, and we will be very happy to support you in focusing on the main issue.

This Program is designed for:

  • Interested people who have already completed a coaching training and now want to expand their competencies around systemic business coaching and change management/organizational development at a consulting institute
  • HR professionals who need change management & organizational development skills
  • Executives, HR managers and consultants who want to develop or deepen their change management/organizational development competencies
  • Individuals who aspire to or are already working as coaches or organizational consultants.
  • Consultants from consulting institutions who want to develop their consulting competencies in change management / organizational development
  • Project managers who would like to expand their project management role in change management
  • Supervisors, psychologists, psychotherapists and physicians who already work in a helping role in the context of their professional activities and who want to work as organizational consultants
  • People in organizations who want to strengthen their self-management in their role and their conversation skills
  • Professionals or staff members with management tasks or human resources managers who want to accompany their internal processes

Learning methods – Didactics

During the training period within and in the learning time between the modules, participants systematically expand their change management competence by reflecting on and testing essential attitudes, approaches and tools.

The program itself is structured and experienced as a change project (project preparation, project implementation, project completion and review).

Current, national and international oezpa project and application examples by the program management or by speakers, strengthen the practical relevance of the program. The cases are worked through and intensively evaluated by the participants in the form of “consulting groups”, among other things.

We will use the following didactic methods in the modules:
  • Accompanying supervision of the participants in their coaching or counseling practice.
  • Concepts & theories, case discussion and case consultation of the participants
  • Interactive learning in the whole group and in small groups as well as exercises
  • Live reflections and coaching/ coaching and consulting demos by the leadership
  • Reflecting team, dialogue forum, continuous review and evaluation assessments
  • Individual work, discussion of achieved results
  • Methods, instruments and tools, applications
  • Best and worst practices (learning from difficult examples of the oezpa institute)
  • Check-lists
  • OrgCAMP and Case-Labs or the oezpa organizational laboratory orgLAB (Tavistockseminar / Group Relations Method) expands the understanding of organizations and the own systemic-analytical understanding. Open staff meeting of the continuing education leadership, system event
  • Teaching discussions, reflection in the team and direct exchange/ “tips and recommendation” for difficult consulting and coaching situations.
  • Practical work in coaching with real clients
  • Online sessions (use of digital tools such as ZOOM/ Microsoft Teams, WebEx/Cisco, Mural, Mentimeter)
  • Peer consulting/ collegial consulting and oezpa learning partnerships

Certification and cooperation

Participants receive an oezpa Academy certificate which is supported by the Tavistock Institute of Human Relations/ London and the Fresenius University of Applied Sciences Cologne.

If desired, the program can later be extended by the missing modules to also receive a DBVC and (“Deutscher Bundesverband Coaching e. V.”) and from the IOBC (“International Organization for Business Coaching”) certificate. The IOBC is the only association for business coaching worldwide.

It is important to oezpa SWISS GmbH – Academy & Consulting to design all further training courses with a high level of practical relevance and interactivity, and to ensure a professional exchange of knowledge and creativity in the learning group.

Concept and structure

In this program, you can focus on change management / organizational development.

Focusing is achieved as follows:

  • In the composition of the learning partnerships.
  • The selection of the topic for the final thesis
  • One’s own attitude, focus and choice of content during the modules and between the modules
  • In the introduced topics of questions, challenges and projects in the
  • orgLAB / orgCAMP, etc.
  • In the focus of the collegial counseling sessions (peer group work)
  • In the supervision and accompaniment by the program supervisor
  • In the assignment as a consultant in the oezpa-LIVE consulting sequences
  • In the accompaniment of one or more clients who can be provided by oezpa
Structure of the program:
  • The program is designed to be practical and implementation-oriented. The feasibility of what is learned is prepared by the continuous reference to the practice of the participants.
  • The successive training focuses are systematically worked through as coherent modules. The chronological order of the modules is determined by the specific course of the training.
  • The focal points of the continuing education have emerged from our diverse experiences in organizational consulting processes. They focus on key qualifications and topics; for this, there is concrete, methodical, instrumental knowledge and personal support.
  • The basis for this is provided by our many years of experience as consultants in change projects and the examination of business management, group dynamics and systemic concepts.
  • The program is concluded with the presentation of a final paper and the subsequent colloquium. The final paper and the colloquium give participants the opportunity to review what they have learned and to place it in their own practical context. Successful participation in the program requires the completion of the final paper and is documented by the detailed oezpa certificate with DBVC seal, IOBC seal, and logos of our cooperation partners.

Your program team

oezpa GmbH is an internationally active coaching and change management institute that has been coaching, advising and training executives, project managers and employees of economic, social and public organizations since 1994. The coaching and consulting assignments are either part of larger organizational change or development processes or individual assignments for coaching teams and individuals. Internal and external oezpa coaches and consultants work continuously on the development, application and communication of innovative coaching and consulting methods and approaches. We also make intensive use of digital media and formats, which we bring to life in further education. The management team is composed as follows. Additional teaching trainers and guest speakers are used. oezpa customers join us as live coachees and clients for live projects.

  • Dr. Hüseyin Özdemir
  • Barbara Lagler Özdemir
  • Olya Khaleelee

Dr. Hüseyin Özdemir

Program Management
Contact Person

+49 (0)172 – 861 61 49

Managing Director/CEO – oezpa & ILAC (International Leadership Academy & Consulting); Senior Coach in the German Federal Coaching Association (DBVC) and in IOBC – International Organization for Business Coaching; Cooperation Partner and Executive Coach, International Coach Federation, ICF; Dipl.-Ökonom.

  • Duration: 03/2023 – 03/2024
  • Start: 03. + 04. März 2023
  • Days: 16
  • Modules: 7
  • Invest: 4.975 €
  • Number of participants: max. 15
  • Degree: Consultant for systemic change management/ organizational development
  • Place: Bornheim-Walberberg (near Cologne/Bonn) or partly ONLINE

Client comments

“Especially in times of change, I have a special role as a manager. The oezpa training as a systemic coach provided me with the appropriate framework for this. Especially in view of the professional challenges, professionalization seemed more important to me than ever.”
Jörg Wendler, Human Resources Manager, Vodafone

“The program at OEZPA was very valuable. It helped me to experience the view of consulting, to get to know methods and to feel my way into the new task. I am happy to have found my basic model for approaching change at OEZPA.”
Michael Böddeker, former managing director and human resources manager of a large company

“Coaching with oezpa is like an oasis. There I can always place important questions.
I have always found the coaching very helpful and was able to switch off well.”
Karl-Albert Bebber, Head of Solution and Application Services, BBS, Leverkusen

“What I appreciate about oezpa is the very calm way of moderating and coaching. That has helped a lot in the discussions so far. What is also very good is their extremely good observation skills.”
Dr. Sebastian Guth, CEO Bayer Pharma USA; former Bayer Yakuhin President, Japan

“For me, the program was definitely just right and has helped me a lot, especially in the group and in the “oezpa family”! I am grateful and happy that several colleagues recommended you back then when I was looking.”
Karin Wächtler, internal coach, Vodafone

“I go home richly endowed, many thanks for the lectures, super interesting. I really enjoyed it and learned a lot. Thank you very much.
Jasper Dehner, GF, Dehner Academy

“oezpa has an extremely good hand at picking up moods and redirecting them into positive energies.”
Dr. Sören Christensen, former Deputy CEO, Deutsche Wertpapier Service Bank AG (dwpbank), Frankfurt

“Through the program at the oezpa institute, my attitude and approach to organizational development changed surprisingly profoundly. oezpa conveyed more than just the conservative organizational development approach. I received helpful support in internalizing the theoretical background of systemic organizational development. In addition, the familiar ambience at the institute created an immediate feel-good factor that lasted throughout the program.”
Dirk Naujok, former consultant, police department Schleswig-Holstein

“The Orglab has been one of the most important experiences for me to feel my own stability. I thank the oezpa colleagues on the Orglab staff.”
Beate Eggert, former managing director of Unfallkasse Rhineland-Palatinate

“An incredibly great thing. The orglab, simply great. Priceless.”
Robert Theissen, former CEO Stëftung Hëllef Doheem, Luxembourg

“I particularly liked the opportunity to look over the shoulder of an experienced consultant for once. This allowed me to see the theory I had learned in training applied in practice. That gives security and is a lot of fun! It was very nice to see how I developed myself and the team members. Getting a taste of business was good for me.”
Alexandra Cristobal, Coach and Learning Therapist

“In the training group, the inner hardening “always faster, always more effective” was released in me. From the way of working and the methodology it was great in the program. There was space and the person was in the foreground. Topics were put aside if they did not fit in time. This way of working helped us as a training group to generate quality. We worked on many topics ourselves, thus retaining and implementing them better, in an open learning climate.”
Bernard Mennen, former Manager Vodafone

“An essential point what distinguishes you as oezpa is trust. Almost the most important thing for you. If you didn’t have that, you wouldn’t be able to fulfill your role at all. It has something to do with seniority, with you. In your programs and coaching sessions, it’s like `leadership you can touch’.”
Dr. Thomas Jaster, former division manager, bank director, Portigon (WestLB), Düsseldorf (Germany)

Curriculum / Modules and Topics

7 Modules • 16 Days

Change management and organizational development focuses on people, teams and the organization. The interaction and synergies between leadership, project management and consulting in change processes is the focus of this module.

In our start module you will get to know our change management approach.

  • The role and working methods of the internal/external consultant; requirements and key competencies.
  • The professional consulting interview
  • oezpa change management concept and the oezpa project management procedure
  • oezpa 12-step change management approach model
  • Basic toolbox of change management and organizational development (e.g. oezpa model, Bridges, Edgar Schein, K. Lewin, Kotter, Vansina, etc.)
  • Chances and limits of change management in organizations and projects
  • Role design of the participants: First profile development as internal or external consultant, as change management expert in projects, as well as executive as coach (agile approach).
  • Use of central online tools in change management

Together with the participants, we conduct a LIVE culture analysis at one of our oezpa clients.

Culture is the basic assumptions, values and norms (rules, habits) shared by the members in an organization. They influence how procedures, strategies and structures are designed and perceived. Thinking, feeling and acting of the organizational actors are essentially based on (culture-) specific, collective patterns of perception, interpretation and action.

In this module, we want to use the culture model by Edgar Schein, among others, to learn more about the connections and understanding of the topic in order to design coaching in different contexts in a helpful way.

  • What makes a corporate culture?
  • Culture analysis
  • Target culture work
  • Culture change and development
  • Coaching and consulting in culture development projects

The changes to which companies and organizations in the economic, social and public sectors are exposed are dramatic and existential. Again and again new questions and challenges arise, which cause the need for decisions and changes.

In this organizational seminar, one’s own social competence can be reflected upon and developed very well. Leadership roles can be tried out and learned.

  • Systemic connections and interactions
  • Unconscious phenomena and psychodynamic processes in organizations
  • Mindfulness & resilience training
  • Leadership, power, authority, delegation and dependency
  • Self-management in roles
  • Experiencing diversity & integration
  • Boundaries and open systems in organizations
  • Change dynamics and innovation processes
  • Experiencing the role of coaches and consultants

In this module, the requirements of modern leadership and the tension between the manager and the consultant are examined. On the other hand, we will work on the role of the consultant and the manager in digital transformation processes. In this way, we connect the dialogue on the topic of digitalization, digital transformation and leadership. As an internal and external consultant or as a leader, we work out the possibility of actively supporting digital transformation processes of organizations and the employees or clients working in them who are responsible for these processes.

oezpa practical examples will shed light on this new field for consultants, executives and coaches. Dr. Hüseyin Özdemir contributes his experience and practical projects as former professor for digital transformation & leadership at the Institute of Electronic Business/ University of the Arts, Berlin.

  • Agile leadership, digital leadership and coaching/consulting fields
  • Digital transformation and VUCA world as requirements for a new leadership role
  • Leadership as a coach model: philosophy, self-image, benefits and limits
  • Situational leadership – leadership between instructing and coaching; conception and application of the situational leadership style
  • Unconscious, inner human images as a starting point for consultants
  • Requirements for the leadership role and significance for consultants
  • Network structures and digital organizations; cooperation in business eco-systems; open innovation and consulting/coaching
  • Innovation and leadership culture in companies as a prerequisite for agile leadership

In this module we want to learn more about what makes successful teams. This includes the optimization of the overall performance of the team (optimization and quantity of output), the motivation (work interest and commitment) and identification (acceptance of common goals and tasks) of all team members, and a healthy work climate (relaxed emotional state as a basic prerequisite for work engagement and creativity).

  • Dealing with conflicts in the team (conflict consulting and mediation)
  • consulting of inner conflicts and role conflicts
  • oezpa conflict consulting projects
  • oezpa climate conference (the special success approach of oezpa)
  • Practical examples and cases of the participants
  • Mindfulness and presence in conversation
  • Dialogic competencies and communication models
  • The unconscious in communication
  • Nonviolent communication according to Marshall Rosenberg
  • Psychodynamics in coaching: transference and counter-transference
  • Working on personal issues in consulting
  • Team consulting, team development, team training (similarities and differences): Characteristics of successful teams
  • Team development processes: Approaches, models, practical examples, experiences, success and risk factors

The large group conferences are conducted with the training group and other groups in an experiential way (learning community).

Learn about the benefits and methodology of large group methods. We show you how to systematically and sustainably implement the results of large group conferences.

Experience the different conference methods live (e.g. Future Search, Open Space, RTSC or World Café)

  • Future Search (future conference as a vision and strategy tool)
  • Open Space Technology (impulse conference as an instrument for product idea generation and creative method)
  • World Café (dialogue conference as a communication and problem-solving tool)
  • RTSC (Real Time Strategic Change – strategy conference as strategy and planning instrument)
  • BarCamp, Hackathon, Working Out Loud (WOL), etc.
  • Large group formats in comparison (according to oezpa practice)
  • Digital formats

In the last module we discuss your final thesis and conclude the learning journey in the program together with the learning group.

The final paper and colloquium is based on your chosen program focus.

Upon successful participation, the handing out of a DBVC and IOBC recognized oezpa certificate with DBVC and IOBC logos and with the logos of our cooperation partners is the formal conclusion of the continuing education.

After certification, admission to the oezpa alumni network takes place.

The DBVC and IOBC recognized oezpa certificate is awarded according to the following criteria:

  • Regular and active participation in the certificate program
  • Participation in at least 20 program days
  • Written final paper (reflection of own role development on the topic of your choice)
  • Successful and active reflection on your own role development and attitude