Whilst the logic of an organisation development (OD) approach as opposed
to a training approach is inescapable I worry that we may be discarding
some of the value that comes with training. What scope is there for the
creative combination of training within an organisation development-led
process.
Working as an OD consultant I have also found that training (especially
leadership development) can be a useful entry point to convince an
organisation that they need an OD approach.
I would like to know from any others for whom these questions are
relevant - where are the lines between training and organisation
development - what is training? Where can training make a
difference? How can the learnings from training contribute to
organisatinal learning?
-- ////////////////\\\\\\\\\\\\\\\\\\\ Doug Reeler New Horizons Development Services dreeler@iafrica.com http://www.mspring.co.za/~horizons/ \\\\\\\\\\\\\\\////////////////////