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Capacity building through training and action learning

Education is not the filling of a pail but the lighting of a fire – Yeats

Sustained capacity building is the key to continuous organizational development and performance improvement. To facilitate capacity building, Emthunzini offers inspiring in-house training programs, planned with clients to meet their needs.

Emthunzini capacity building training programs, based on an Action Learning approach, are practical, yet based on understanding archetypal concepts and developing new insights. They ensure that participants deal with real issues and challenges by planning, implementing and evaluating real improvements. They learn to learn from their own experience and from each other. Mastery of Action Learning ensures that capacity building is sustained and becomes a core process driving ongoing individual and organizational learning, improvement and development.

Training areas include

  • Leadership and management development
  • Team leading and building
  • Project management
  • Performance management
  • Training of trainers and facilitators
  • Action learning
  • Planning, monitoring, evaluation and reporting
  • Customer service and quality improvement
  • Improving internal and external communication.

Training and action learning methods

Wherever possible, Emthunzini skills development programs are based on an action learning approach in which participants apply learning in their work situations by implementing individual and team fieldwork assignments between modules. The results are then reviewed and shared in the following workshop, as a source of learning for each participant and the group. For this reason, a series of modules is the preferred design, though single training sessions can add value.

Learning from other participants is another important aspect, alongside the input of concepts, models and examples by the trainer/facilitator. Training workshops have a balance of active, practical sessions, interaction and dialogue, and input, to involve participants as whole human beings. Programmes are designed so that sessions form part of an integrated and unfolding learning process.

Action learning based training and learning processes makes learning practical and result in real improvements. Participants also learn how to continue to use action learning to sustain development in their organizations.

Workshop reports provide concise materials to reinforce and sustain learning, and to support sharing of learning back in the workplace. In other cases, interactive materials development is a parallel objective of the program, resulting in manuals and handbooks that include examples and case studies generated by participants.

Short training programs

Custom designed, in-house training workshops of 1 to 3 days on the following themes

  • The Logic Model and Logical framework based program planning
  • Outcomes mapping
  • Organization development and culture change
  • Management and leadership
  • Team leading and facilitation
  • Training of trainers and facilitators
  • Conflict resolution
  • HR and general policy development
  • Developing job descriptions
  • Performance management and appraisal
  • Mentoring and coaching skills
  • Individual /Career Development

Emthunzini training programs and interventions give people in key positions the confidence, insight and skills to lead and manage effectively, and sustain ongoing personal and organizational development. I have also done extensive work in municipal development and with partnerships between non-profit and public sector organizations in various capacity building and organization development interventions.

The following are examples of customized training programs run for clients.

Public sector capacity building programs

  • Training of Managers – Buffalo City (year program – 4×4 days plus project work/fieldwork assignments between modules)
  • Training of Team Leaders – Northern Cape Local Government Development Support Program (2×3 days)
  • Training of Trainers – Northern Cape Local Government Development Support Program (2×5 days)
  • Training of Councillors as Development Facilitators – SALGA Northern Cape (4×4 days, plus implementation projects over one year).
  • Training and Interactive Materials Development Process – Northern Cape Operation & Maintenance Project Handbooks (4×4 days, plus project work)

All of the above were done for SIPU International (Swedish Institute for Public Administration)

Civil society capacity building programs

  • Management and Leadership Development Program – for NGO directors and managers (4x5days, plus 3×2 days, plus project work over one year. Run five times)
  • Learning Journey Facilitation – Training and interactive materials development process – for WIN-SA (Water Information Network – SA) (4×4 days over one year). Two Learning Journey manuals were developed through this process.
  • Results based Planning, Monitoring, Evaluation and Reporting Training – for Centre for Conflict Resolution (4×2 days, plus project work).

All programs are custom designed, as is much of the material used in and emerging from these programs.