Training vs Facilitation

In our workshops, we are moving from training orientation to facilitation. There is lots of arguments about the superiority of training on facilitation and vice versa. There are merits and demerits of training - facilitation processes.

The biggest difference between training and facilitating is

the difference in the ratio of learner involvement vs. trainer

involvement. A facilitator's only job is to get the

participants to explore for answers to issues that matters them through fertile dialogues. The facilitator provokes the participants and lead them to find answers to their conflicts. While leading the facilitation process the facilitator stays outside the conflict and do not make any judgements on the opinions floated. The group come to a decision and the facilitator reinforces their learnings

Organisational education

In future, the organisations must have its own academy to promote contextual education.

Education means ......

Education is to mould the behaviour. It has three functions – to promote originality (free will expression, innovation and creativity), to develop competence for occupation (knowledge, skill and attitude), passing on a time tested culture (beliefs, habits, value, assumptions etc).

Organisational Commitment

At the moment the most common disappontment expressed by senior managers and business owners is that their employees / subordinates do not take ownership of the organisational processes.

As mentioned in earlier posts there are many reasons for repulsing the organisational decisions by the employees.

The business owner / senior manger must find ways to get commitment rather than compliance from the employees, if the managers want the employees to take ownership of the organisation.

Commitment is not compliance! It is not Loyalty! It is not involvement!

Compliance is seen when a manager orders the subordinate to do something and the latter carries it out.

Loyalty is a willingness to remain with the organisation.

Involvement is participation and intrest in the job minus dedication to something higher.

What is commitment then?

In Ken Matejka's words , Commitment is the act of being physically, psychologically, and emotionally impelled. It means the worker gladly gives up other options and makes the task the top priority in his life.

To get commitment from others in the organisation, the manager / business owner must turn into a leader. Commitment is a scarry term: people will be afraid of losing something or of getting harmed. Only a leader can remove that fear and show a reason to care for the organisation. Once an employee catches the big picture, the orientation towards the task changes dramatically and the ownership of the task is claimed. A clear, exciting organisational vision inspires people to commit their talents and energy to make it happen.

The maintenace of the ownership by the employees depends on the leading posture taken by the manger and the quality of rewards to the employees. This is yet another tool in making the employee own the task. I shall blog on it another time.

contributed by Sasikanth Prabhu