Welcome

The OD School: An intensive for leaders
who are redesigning their organisations, starting
with themselves.

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The OD School is a 10-week, high-touch executive programme for senior leaders who are actively shaping or delivering organisational redesign.

Created and led by Jill Foley and Carla Henry, it combines a proven organisational design methodology with decades of hands-on experience, live coaching and a curated peer group  giving you the structured thinking and practical tools to design an organisation that is fit for the future.

Why this programme is different?

Most OD programmes teach you a framework. This one builds your capability to lead the change yourself.

The OD School combines a proven 8-step methodology with the leadership insight needed to navigate the complexity, politics and emotion that every redesign brings.

You will not just leave with a better operating model, you will leave as a more effective leader of organisational change.

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Who is it for?

Senior leaders who are:

  • Accountable for solving real organisational design challenges

  • Leading or sponsoring transformation, operating model shifts or major redesign

  • Operating at C-Suite, C-1 or C-2 level

  • Ready to apply a structured methodology to a live, in-flight piece of work

Ideal participants include: COOs, HRDs, Heads of Transformation, Strategy Leads, Talent Directors and senior OD/Change practitioners.

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Introducing the OD Circle Line model

A circular diagram divided into sections with labels related to strategy, including categories such as 'Purpose & Ambition,' 'Outcomes & Benefits,' 'Future Work,' 'Structure,' 'Capacity & Capability,' 'Rules of Engagement,' 'Measures,' and 'Internal and External' context. Each section contains questions and descriptions about organizational strategy and change management.

Your 10-week journey

A structured, practical journey through The Circle Line applied directly to your own live organisational challenge.

A detailed training schedule chart outlining weekly activities, objectives, and purpose for a program. It includes prep, module sessions, breaks, and wrap-up, focusing on organizational development, change management, and leadership.
Two people, one sitting with a laptop and the other sitting on a purple beanbag, looking at the laptop. The standing person is pointing at the laptop and smiling.
A detailed infographic outlining a step-by-step process for a project or training program, including phases such as prep, questionnaire, pre-session, setting up for success, case for change, designing future work, break, building the organization chart, culture & leadership, making it stick, midpoint review, review progress, and a final wrap-up. It uses icons and color coding with green and teal to distinguish between 1:1 sessions and modules.

What you will learn

The programme is organised around the steps in The Circle Line model. Each week, we cover a new step (or steps) and the design questions that need to be resolved. We will share tools and practical guidance on how to use them as well as bringing insights, examples of good practice and lessons we have learned about what typically goes wrong and how to avoid the most common pitfalls.

At each session, you will have an opportunity to apply the model to your business challenge and benefit from coaching support and guidance from other participants as well as Carla and Jill.

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Target in the crosshairs on a green background.

Module 1:

  • Redesigning your organisation is an opportunity to refresh, recharge and reinvigorate your business. It is also an inherently risky endeavour.

    OD projects are unsettling for colleagues, a distraction from business as usual and complex (there are no right answers).

    In week 1 we introduce the 8-step OD model The Circle Line and explore what it takes to deliver a successful OD project.

    • When to redesign and what to redesign

    • Ensuring leaders are fully ready for what lies ahead

    • Shaping your approach and setting up the right design team

    • Building capability beyond this project – enabling ‘always on’ OD

    We will also give you space to introduce yourselves, get to know each other a little and explore the business challenge you are bringing to the programme.

Icon with two white arrows pointing left and right inside a teal circle.

Module 2:

  • Building a compelling case for change is arguably the most important step in the design process. It sets direction and articulates clear outcomes and success measures.

    Your case for change is the foundation that underpins all subsequent steps in the design process.

    In module 2, we explore how to get to clarity, alignment and confidence on:

    • The purpose and scope of change – a compelling narrative that connects, engages and inspires at all levels

    • The goals and quantifiable benefits of change – how this change makes us a better business

    • Clear design guiding principles – that inform and guide design choices

Icon of a target with concentric circles and crosshairs on a green circular background.

  • In module 3 we cover the steps in defining future work:

    • Starting from a clear understanding of the work that drives disproportionate value – the things you need to do brilliantly to sustain competitive advantage

    • Defining where and how that work will be done e.g. centre / region / offshore, in-house vs external

    • End-to-end process design

    • We will also discuss the emerging implications of AI through stimulus and inputs from thought leaders

Module 3:

Icon of a presentation board with a flowchart on it, set against a teal circular background.

  • Organisation charts set out reporting relationships and impact the way power and authority are allocated, which can be highly emotive. We will explore organisation charts and design beyond the hierarchy of a chart and what organisation design models can work

    In this module we cover:

    • Workforce shaping and resource planning

    • The basics of job design

    • Building the organisation chart, from organisation models to spans and layer, team sizes what really important and what’s not

    • Matching talent to value, how do your people add value today and tomorrow and designing talent strategies future back

Module 4:

Light bulb icon on a teal circular background.

  • Every organisation design creates a cultural shift, whether you intended it or not. Structure shapes behaviour, and behaviour shapes results.

    Yet most OD projects skip over these questions entirely or leave them until it is too late.

    In module 5 we tackle the design choices that matter most but are hardest to draw on a chart.

    • How your new design will change the way people lead, collaborate and make decisions

    • Identifying the behaviours that will make or break your new operating model

    • Designing the leadership shifts required – not just the structural ones

    • Navigating the political and emotional realities of change

Module 5:

Illustration of four white puzzle pieces connected inside a teal circle.

  • A brilliant design that does not get implemented is just an expensive PowerPoint.

    In our final module we focus on what happens after the design is signed off – the part where most OD projects quietly fail.

    • Aligning performance measures and incentives with your new model

    • Governance – who owns the design and how it evolves

    • Transition planning and the critical first 90 days

    • Building ‘always on’ OD capability so you are not back here in three years

Module 6:

What our clients say

Between us, we have over 60+ years of experience helping organisations design and redesign themselves. Here is what some of our clients say about working with us.

  • “The strength of the On3 Future Back approach is that it helps translate complicated organisational questions into logical and actionable steps. Its power is in its simplicity. Perhaps the best endorsement is that Future Back has become part of the language across our leadership teams and our default approach to tackling organisational issues large and small.”

    - Maria Horn, Chief Operating Officer, Nando’s

  • “The work we did using Future Back was completely transformational. I think it was absolutely one of the biggest and most powerful levers that we pulled to turn the business around. It works because it is incredibly rigorous.”

    – Baroness Dido Harding, Chair NHS Improvement, Former CEO TalkTalk Group

  • "Carla's strength in connecting with the business, enabling interventions that support mindset shifts as well as clear outcomes orientations also supported considerable Leadership team interventions. Enabling support for Business Unit and Regional Leadership teams who were at the stage of forming or undergoing change because of business performance”

    – Chief Learning Officer Leadership, Mondelez International

  • “One of the hardest parts of Organisational Design for big, complicated businesses is knowing where to start. On3’s methodology was easy to understand, yet rigorous. It worked well in cross-cultural business contexts and was easily adaptable to our strategic goals. The other notable feature is that having used the approach and tools, our teams are now capable and confident to use them without assistance.”

    – Mark Celenk, Head of Transformation, Cathay Pacific Airways

Throughout our careers, we have had the privilege of partnering on change, organisation design and leadership development initiatives with a wide range of organisations, including:

Nando’s, TalkTalk, Cathay Pacific, Pentland Brands, Eastspring Investments, Kellogg’s, SABMiller, Mastercard Foundation, Mars, Novartis, Sky, Bupa, Whitbread, Google, PayPal, Inchcape, BBC, BP, Prudential, Mondelez, Britvic, Gilead, Aviva, Swire Shipping, Carnival, Croda, Sage, Christie’s, Save the Children, United Utilities, Morrisons, The Open University
and many more…

What You Will Get

A structured, practical journey through The Circle Line, applied personally to your own live organisational challenge.

  • 6 x weekly virtual workshops (2 hours each)

  • 3 x 1:1 mentoring sessions with Jill or Carla (before, during and after)

  • Weekly applied exercises (approx. 1 hour)

  • Tools, templates and practical frameworks

  • A curated peer group of senior leaders

  • Access to all materials and our learning platform

  • Ongoing support via The OD Collective community

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Why Join?

You will:

  • Access Jill and Carla’s live coaching and consulting experience

  • Join a small, highly curated cohort of peers and experts doing the work

  • Apply the methodology directly to your own live challenge

  • Receive all the methodology, tools and workbook for your own use

  • Strengthen your organisation’s ability to design and redesign itself

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Interested in joining our Autumn 2026 programme?

Please complete the form below, to register your interest and we will be in touch personally to answer any questions

REGISTER your Interest