Practitioners as Leaders
The mission of the Master of Science (MS) in Organizational Development & Leadership
(ODL) program is to prepare leaders in the art and science of strategic change and
leadership and to inspire the ODL field to rigor and relevance. The program’s action
learning orientation develops leaders who:
- Have the ability to lead organizational change.
- Embrace collaboration to achieve desired results.
- Engage in reflective practice to continually develop and enhance their performance
Philosophy of Practice
The philosophy and practice of the ODL program is to teach adult learners to take
a whole systems approach to inquiry and intervention design, realizing when there is an intervention
in any one part of an organization's system, there is impact on the whole system.
The program leverages action learning and a unique combination of organizational theory
and individual self-discovery to provide an essential leadership perspective. Intentionally
designed for the working professional, the program prepares adult learners to better
understand organizations as dynamic systems. The integration of theory-in-practice supports intentional inquiry, discovery and intervention design processes necessary
to support the development and health of the organization at individual, group and
Goals and Objectives
The goals of the Organizational Development & Leadership program are:
1.To enhance the interpersonal skills of adult learners as they engage in an intentionally
designed action learning environment that mirrors the multiple levels of diversity
that are present in their organizations.
2.To develop adult learners who are effectively navigating and managing themselves
in the anxious situations that exist in the organization as a complex emotional and
3.To develop practitioner-scholars who embrace and engage ODL theory to inform their
practice and are focused on achieving enhanced individual and organizational results.
4.To develop leaders who practice with a collaborative leadership stance using a whole
system approach to organizational diagnosis and intervention design by leveraging
learned dialogue for action strategies.
5.To develop practitioner-scholars with an ability and orientation to:
a. Observe an organization or team as an emotional system.
b. Assess the patterns that are impacting organizational performance.
c. Make collaborative decisions on how best to intervene to bring health and progress
to the system.
6.To develop leaders who as reflective practitioners gain confidence in their use of self as an instrument for organizational diagnosis and change with a commitment to deliver
7.To provide opportunities for student-practitioners to lead in the ODL Community
of Practice as we collaborate with different organizations to serve our region and
enhance the field.