Your org design no longer keeps up.
Learn to lead the redesign.
A diploma for leaders who need to redesign the organization and drive change in VUCA environments. Organization design and change management frameworks with an AI Mindset, applied to a real challenge from your company.
Latam Business School trains in organization design and development on the frameworks of McKinsey and Deloitte, Jay Galbraith's Star Model, and the change management of John Kotter and Prosci (ADKAR), with a faculty of practicing leaders. It is not drawing an org chart: it is redesigning how the organization operates —structure, processes, roles, and capabilities— and leading the change that redesign demands, today under the pressure of artificial intelligence on operating models.
Teams and professionals from companies like Coppel, Grupo Bimbo, Arca Continental, Toyota, Iberostar, ManpowerGroup, Tecnológico de Monterrey, Sigma Alimentos and BAC have built capabilities with LBS.
The return isn't measured in credits or a diploma. It's measured in walking out able to solve a real business problem or take on a new responsibility with technical judgment and strategic vision. Every session is designed to move you from what you know to what you decide — and to what you execute.
An academic course teaches you the theory. LBS prepares you for the moment you have to decide.
You learn from leaders in active practice who live today the problems you're about to solve — not from academics who study them. They bring the judgment of the field, not of theory.
You work through the theory beforehand; live time is spent applying, debating, and deciding on real cases. Every session is deliberate practice, not a lecture.
Its authority comes from reputation, from practicing faculty, and from the adoption of the companies that trust us — the same logic by which the market recognizes the top firms. It doesn't rely on a university seal.
A global, continuously updated perspective, sustained by several generations of executives who have already gone through the program. What's new, tested by the rigor of those who came before.
At LBS we don't use live sessions to deliver theory you can read on your own. You master the fundamentals beforehand, in asynchronous pre-work at your own pace, so that time with practicing faculty goes where it truly creates return: applying the knowledge to real cases and business decisions. The program closes with a capstone that isn't an academic exercise, but the solution to a real problem in your own organization.
You master the fundamentals on your own, before each live session.
You apply those fundamentals to real cases and business decisions.
You solve a real problem in your own organization, with tangible return from day one.
We curate each cohort to ensure high-level strategic debate and cross-industry, regional peer calibration.
OD leaders who drive redesigns and structural change processes.
HR executives who manage organizational transformation from within.
Change-project leaders who need a rigorous, applied framework.
Advisors who support organizational redesigns and want to deepen their methodology.
We don't do traditional lectures. The program operates as a guided consultancy project under a Flipped Classroom model: you bring a real challenge from your organization and solve it with our frameworks.
A highly structured rhythm designed for working executives: it blends asynchronous self-study with synchronous live debate-and-application sessions.
Recognized practitioners associated with the program. Specific participation may vary by cohort and will be confirmed during the admissions process.
Upon completing the diploma and defending your final project, you earn the LBS Certification in Organization Design, Development & Change Management — a credential recognized across Latin America that attests to your ability to redesign the organization and drive change.
The program relies heavily on peer calibration. You share a cohort with leaders from comparable organizations across Latin America.
An Admissions Director builds a personalized proposal with you.
Your company doesn't cover your education? Discover the Academic Support Program.
A certification quickly closes a specific gap. But when the challenge is building a capability across an entire area or aligning a regional team, what you need isn't a course: it's a partner. LBS designs tailored programs together with your organization and brings first-rate training wherever your team is, not just to the capitals.
Organization design is the discipline of defining how an organization is structured to execute its strategy: structure, processes, roles, coordination mechanisms, and capabilities. It is done starting from strategy (not the org chart), applying models like Galbraith's Star, and leading change with frameworks like Kotter or ADKAR (Prosci). The LBS diploma applies it to a real redesign of your organization.
It covers organizational diagnosis, design models (Galbraith's Star, structures and operating models), sizing of roles and capabilities, and change management (Kotter, Prosci's ADKAR) so the redesign gets implemented and doesn't stay a PowerPoint. The LBS diploma integrates AI's impact on work and is applied to a real case under the Flipped Classroom model.
Latam Business School's Organization Design, Development & Change Management diploma and certification is the regional reference: built on the frameworks of McKinsey and Deloitte, Galbraith's Star Model, and the change methodologies of Kotter and Prosci, with a practicing faculty and application to a real case. It certifies your ability to redesign and implement, not just to theorize.
The org chart is just the picture of who reports to whom. Organization design decides the complete system that produces results: how capabilities are grouped, how decisions and information flow, which processes coordinate, and what cultural change it demands. Changing the org chart without redesigning that system changes nothing —and it's the most common mistake.
El rediseño del modelo operativo dejó de ser un proyecto: es una capacidad continua.
Todos quieren agilidad con IA; casi nadie la ejecuta. Esa distancia —no el modelo— es la decisión del CEO.
Reestructurar, achatar y recortar rinde cada vez menos. El rediseño que mueve la aguja en 2026 trabaja sobre el flujo del trabajo y los derechos de decisión, no sobre el organigrama.
Spaces are limited to ensure high-quality debate and dedicated faculty attention to your business problem. An Admissions Director builds a personalized proposal with you and confirms the next cohort date.
