Training
Due to our broad experience in education and training, we are able to offer a wide range of training services, including training facilitation, workshops and conferences. We always work with tailor-made programs as the need of every organization is different. To be highly effective we are using participatory approaches. This approach fits very well with the cycle of progressive change and action research.
Methodology
Participatory approaches are based on shared ownership of decision-making. This approach is a response to 'top-down'™ approaches to development and within business management, in which power and decision-making is largely in the hands of few (sometimes external professionals or the sole top management1).
There is not just a black or white choice between top-down or participatory approaches to development or business management. Participatory approaches are extremely diverse and a work in progress, changing all the time. The term 'participatory approaches'™ disguises a range of approaches, created by an increasingly innovative development community. These systems and methods are all designed to achieve different aims. So, when considering any system, it is vital to consider the basic principles, its potential uses, and most importantly, how 'participatory'™ it really is.
Participatory approaches can be classified on a scale between 'extractive'™ and 'empowering'™. Extractive tools retain power in the hands of the external professional or the top management. Empowering tools, hand power over to the participants or employees (including the responsibility). Depending on its purpose it will be possible to select the most appropriate tools to be used.
A scale of participatory approaches
Participatory approaches in practice
In practice it is not that simple to achieve the development of participatory approaches. There are three key principles that we will consider during training, workshops and conferences:
- Different stakeholders are involved, each with different aims and capabilities.
- Stakeholders participate at different levels, from passive involvement to active empowerment.
- The level of participation of each stakeholder may change at different phases of a development process (look, think, act).
For our consultants it implies that they follow the framework as follows:
Level 1: Informing. Gathering information and clearly communicating about the reasons to gather information or the objectives of the assignment. Planning if all stakeholders are included.
Level 2: Consultation. Creating a first overview of collected information and verify with the stakeholders. Collecting the knowledge of the relevant stakeholders on the topic.
Level 3: Deciding together. Stimulating sharing ideas and deciding the best way forward.
Level 4: Acting together. After deciding, it is important that stakeholders form partnerships to work together.
Level 5: Supporting independent initiatives. There might be additional needs coming out of the actions that are undertaken.
Research shows that projects do become more sustainable, appropriate and effective as the level of local participation increases. People/employees are unlikely to commit to projects or jobs that are not relevant to them or that they cannot control.
We Offer
We provide training on-the-job for groups of up to a maximum of 25 members and Training of Trainers. We are able to provide consecutive trainings or with intervals, eepending on the needs and the impact the training needs to have.
Systems using participatory approaches have been successfully used to investigate livelihoods and natural resource management; health and disability issues; education and learning; gender and development; building organizational capacity; community mobilization; involvement in governance and advocacy; and to tackle HIV and AIDS awareness-raising and behavior change.
Examples of topics:
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During workshops we will continuously monitor the progress and ideas of candidates. We will follow up the candidates and provide personal support. Continuous assessment is applied for all training and workshops we run, which will be reflected in a report at the end of the training/workshop rounds.
1One remark needs to be made that top management of course is part of the organization.