Training of Internal Methodology Assistants (Facilitators) for local operation development in an organization
Background and goal
In high competition it is important to constantly have development and problem-solving capacities in the organization. For this reason it is practical to train specific chosen people who will be able to execute organizational processes, nurture development and solve problems within the organization. Thus internal capacity which functions as a constant source of internal development will be established. Even in the constantly changing circumstances, the internal development will continue without the help of outside consultants. Only in special instances and for further trainings will it be necessary for outside support.
Therefore, we suggest a nine-day training divided into three blocks, which provides the basics for development and problem solving. The training consists of three days of instruction, then time to practice the skills. Then another block of three day training where the participants discuss their experiences, supervision is provided, and then yet more practice followed by the final three day training block. We find it highly practical to have 3-5 weeks between the training blocks.
Optimal number of participants: 10-14.
Topics of the training
Groups of themes to be taught: process-development methods, group facilitation, change management and self-knowledge.
Of the most commonly used process-development techniques of quality improvement we introduce eleven methods in a way that participants also practice group leadership meanwhile as basics are taught to them by each other.
For efficient group facilitation we teach roles in group, group dynamics, and management of difficult situations.
On the subject of change management we deal with stakeholder analysis, organizational integration of changes, opposition and its handling.
On self-knowledge and self-development we study such fields as conflict management, Jungian personality typology (Profiler of Personality©), completed with stress sensitivity, personal authority and responsibility level (ARP©), and fields of possible motivation.
Structure of training
Selecting facilitators (internal methodology supporters):
Appropriate selection methods require reconciliation. It is important in regard of efficiency of learning that the chosen person should want to participate in the training. The most watchful selection is done by the so-called Assessment Center.
Preparations before the training
- We meet the participants and mutually discuss expectations
- Prepare themselves for presentation on the process to be developed, and its designation
- Complete the POP® questionnaire
Topics of the first block
- Organization and process development, key men and tasks, self-knowledge: POP©, group-knowledge, planning, facilitating and tracking of group discussion.
- Presentation on processes to be developed in their own organization, preparation of the selection of a process to be developed. What and how to evaluate.
Work between these blocks:
- Methodological preparation of participants
- Measuring and collecting data for selecting process
- Completing the ARP© questionnaire
Second Block
- Presentation of process, determining test processes and goals, selecting key men for chosen processes, introducing methods and trying them out
- Change management. Process of group decision
- Self-knowledge: system of Authority-Responsibility-Power (ARP©), personal feedback, giving and receiving feedback. Making personal development plan, winning/getting supporters
Work between these blocks:
- setting up a team for test process development
- determining goals, collecting data for this
- measuring for development
- preparing for presentation
Third Block
- Presentation on the process, plans for future, appropriate result
- Change management: Stakeholder analysis, agreement with executive. Planning for difficulties and obstructions, opposition and its handling
- Group leadership and project management
Work after the third block
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MAGYAR