Role of Training in Org Dev LO5198

Doug Reeler (dreeler@.iaccess.za)
Mon, 29 Jan 1996 14:33:37 +0200

I have recently been engaged in fruitful discussions around the role of
training (and its definition) in organisation development. Much of the
discussion revolves around the limitations of using training to encourage
development and change in favour of the more difficult process of
organisation development which involves working with people through their
meetings, through discussions and workshops based primarily at the place
of work, as people work, counselling leadership etc.

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?

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Doug Reeler
New Horizons Development Services
dreeler@iafrica.com
http://www.mspring.co.za/~horizons/
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