Organizational Development: A Manual for Managers and ... - FPDL

enjoy some social activity without taking much care about their official position and common
restrictions. They enjoy it and they are much better next morning, which is most important.
‘Free time’ in facilitating environment is also very important for participants to learn from each
other different things, to plan future co-operation, to establish actual networks. This additional
effect may become the most important outcome of the training event, if there is a right mix of
participants, properly motivated.
11. Training delivery
11.1.CONTROL. In some training events a priority will be given to the getting acquired certain
knowledge or technical skill in a minimum time. It would require quite strong control over the
content of the process from the trainer side. If participants shall discuss the quality of services
– they should discuss just quality of services and nothing else. In other events, the priority may
be just to allow participants to be acquainted and improve direct communications, or build a
team. In such cases, it may be enough to ensure control over the situation in general – if the
process of certain kind is going, does not matter what they do.
For example, if we need them being involved in discussion and provide opportunity to make a
film which would demonstrate their roles in a group and body language – does not matter,
what do they discussing, if it is a subject proposed by trainer or something else. A training
program is not an end in itself. When the objectives require changing the pre-designed
program, it should be done. If the objectives require keeping within the planned agenda, it
should be ensured. Both over-control and the lack of control may be harmful and destroy
training event. What should not be allowed to trainer that is to loose the control over the
necessary extent of control.
11.1 REALITIES. Objectives of the course may require that training delivery would be based on
processing real facts of local-governments life. For example, it is necessary, when developing
Problem Solving skills. Nobody would express a lot of enthusiasm in solving artificially
designed problem (on the other hand – such solutions are always senseless). When required
to teach people how to act in real environment, trainer should be well informed about real
circumstances of trainees’ work, and have sufficient qualification to be able to assist them in
solving their existing problems. The more close to the reality the training process is – the more
chances to affect the reality through the changing practice after the training event. However,
sometimes it may be dangerous to deep in real circumstances. For example, it is always
tempting to deal with real conflict when teaching Conflict Resolution. However, trainer should
be sure that he would be able to manage the situation. Sometimes trainer should be very
careful and not to touch some painful for participants issues. For that, he should also be well
informed.
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