| Many
organizational development strategies are delivered via training
programs. This is understandable for a number of reasons:
Training is time-bound, can reach many people with the same
message and is often the most cost-effective approach. Training
is ideally suited for practical learning such as skill building,
or the transmission of new information, such as benefits and
policy changes.
The challenge
occurs when the same training format is used to attain transformational
outcomes, such as, trust, risk-taking, collaboration and
creativity. While there is a skill and knowledge dimension
to each of these issues, approaching them solely as competencies,
will not achieve the desired outcomes. Why?
Transformative
outcomes require people to enter into uncharted and uncomfortable
territories where they are asked to reflect on their core
beliefs and behaviors. The typical training environment
does not offer either the safety or the time for this kind
of learning. Additionally, we recognize that people come
to work with a wide variety of perspectives and self-beliefs,
many of which they have developed over a lifetime. These
personal frameworks can both enhance and limit how they
work. It is essential to provide a space for people working
from a wide range of frameworks and self-beliefs to develop
confidence, competence and appreciation for their own and
their collaborators' capacities. Simply telling people to
be more creative, trusting, or collaborative and offering
some training tips and concepts will not make it so.
Our approach
is to work with you to create a positive learning space
where everyone has the safety, support and guidance to develop
the competence and confidence to work at their full capacity.
There is often an experiential/workshop dimension to our
work, however, unlike most training and development environments,
we attend to many of the barriers to significant learning
and transformation in organizational settings.
Our
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