The conceptual content is studied in the work context of the participants. Meaningfulness guides the details and the tuning of the themes. The right things are selected and the learning is energizing and directly applicable.
The participants bring in tacit knowledge, which is refined and shared. The new internalized knowledge distributes back to organization with them.
The second dimension is knowing oneself and leadership. This too is directly applicable at work and at home.
The third opportunity is the experience of group development process. It is recognizable in short trainings. In long training programs it is a unique strong experience at these unstable times. We practice to observe what happens in this group right now.
The training group is an experiment of a self-organizing team in this organization. It provides experiential material for observation, and an example of different way to work.
The coaches and the sponsoring management get deep understanding of the culture. The participants learn and network. The internal coach learns radically.
A training program for the key personnel is an effective and cost-efficient tool for change. Please check the cases Constructor and Work Development.
