Ashridge Postgraduate Certificate in Organisational Change

Rigorous. Relevant. Real. Change.

Programme overview

The Ashridge Postgraduate Certificate in Organisational Change is a 12-month programme designed to improve the effectiveness of change leaders, business partners and internal consultants.

This is a customised programme for an organisation or a consortium of organisations, enabling learning to relate directly to your organisation’s specific issues and objectives.

The highly participative nature of the workshops involves participants bringing examples of their experiences to the group to encourage people to think and learn together.

It helps participants develop a better presence and influence more effectively. It also develops different ways of thinking that can lead to new approaches in the workplace.

The programme is set within the context of complex and sensitive, social and political, environments where success depends on a rare combination of knowledge, skills, emotional intelligence and a concern for professional ethics.

The programme includes a series of experiential workshops, action learning days and assignments that apply the latest ideas about organisations and change.  

Ashridge Post-Graduate Certificate in Organisational Change

The programme tutors are highly experienced change and organisation development practitioners. Their approach results in a learning experience which is a synthesis of reflection, theory and practice, and provides the conditions for safe experimentation.

The successful completion of this programme will lead to a Postgraduate Certificate in Organisational Change qualification awarded by Ashridge Executive Education.

This programme is a variant of the existing Ashridge Masters in Organisational Change and taps into Ashridge’s 30 years’ experience of running practice-based qualification programmes. 

 

Impact on your organisation

The programme’s learning outcomes are grounded in these three core views on effective organisation change practice:

  • First, that effective practitioners need to have an explicit, but lightly held theory of ‘the organisation’
  • Secondly, that personal awareness and the capacity for reflexion is a core competence in any relationship between you as a practitioner and your client;
  • And thirdly, that the ability to take an inquiring stance is an essential skill for organisational practitioners, whether you are a leader, manager, facilitator or consultant.

By the end of the programme, participants in your organisation will be expected to have achieved the following learning outcomes:

  • A broader perspective on the phenomenon of ‘the organisation’; a particular understanding of organisations as complex social processes and the implications of this perspective for their practice as leader, manager or consultant
  • A heightened awareness of self, their impact and how they engage with other people in the organisation and their role as a change agent
  • Increased ability to work effectively with group and power dynamics in your organisation
  • An enhanced sense of personal presence and confidence, enabling them to respond appropriately in uncertain and emerging change situations
  • An increased competence in designing change processes and facilitating small and large scale events and activities
  •  A more conscious awareness of purpose and ethical considerations, particularly where there is no obvious right answer or an accepted wisdom when confronted with certain contextual issues.

 

Benefits for individual participants and your organisation

The programme helps develop a community that is serious about collaboration and peer-supported learning. This is achieved by participants actively contributing to the collective learning experience and demonstrating the development of their own practice.

Sponsoring organisations benefit almost immediately from participants coming together to work ‘live’ as they develop new strategies and responses for dealing with change issues and organisational challenges.

There is a strong element of personal development. What sets this programme apart is that it equips participants with the potential to influence behaviour and enable change through relationships at a systemic and cross-functional level. 

Participant insights

“I recognise in myself a heightened level of self-esteem and confidence. This means I feel more able to value my own contribution and to take responsibility for it.”

“I now feel more able to examine my own (and other people’s) assumptions about organising and change and how this might lead to more or less helpful interventions and interactions with others.” 

“I am now more likely to suspend judgement and to notice when I might be jumping to premature conclusions about behaviour, motivation, solutions and problems. This means I try to be curious about the perspectives of others while paying attention to my own responses to certain situations.”

“It now feels less risky to name what is going on and to work more readily with intuition.”

“I am becoming appreciative of small shifts (rather than grand designs) - what is already changing and being able to build on it.”

“I am now part of a support network which is an influential community of practice.”

“Together and individually we have introduced new techniques and practical approaches which have positively supported specific change and engagement scenarios.”