Using Trainings to Address a Program Need

I’ve said that Training belongs with Programming, and I had a lot of good reasons for that. Perhaps the most important is that trainings aren’t supposed to be static. A strong training program is constantly evolving to better meet the needs of its learners.

Many people think of needing new training when they introduce a new service or process (and they are absolutely right). However, fewer people think about training when they are having a problem with their current service provision. Consider this:

The feedback you are collecting from clients and stakeholders suggests that many of your facilitators are not really using a strengths-based approach. You can:

  1. Have a meeting where you yell at everyone, or let them complain about why its hard
  2. Have a smaller meeting with the leadership team where you try and figure out why this is happening and what to do about it
  3. Have your staff come to a training designed to teach them how to do strengths-based work, while also getting them excited about the possibilities of this approach

I am not saying that you won’t have meetings anymore (sorry). You probably do need to get together with your team and talk about why this is so important (building engagement before the training), and you probably should talk to your leadership team about how your processes and procedures could be modified to support strengths-based work better.

But the most important step is making sure your staff have the skills and believe they are the better way. And for that, you need training.

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