My organization needs a development program for employees! Help! How do I know what is most effective?
Sounds familiar? Given how many different options of developing adults and teams are available, it is difficult to orient all the marketing messages and figure out what is best for your organization.
Keeping up with the modern times, I asked ChatGPT 3.5 on the effectiveness of adult development modalities and here is the answer: ‘The effectiveness of self-development modalities can vary greatly depending on individual preferences, goals, and circumstances. What works best for one person may not necessarily be as effective for another. However, some modalities are generally well-regarded for their impact on adult personal development. It’s important to note that combining multiple modalities often yields the best results.’
To my great relief, ChatGPT and I agree also that coaching is most effective (came out no 1 on the list). I am a leadership and team coach and have been developing leaders and organizations for over 10 years. Yet, I would like to outline here that coaching is not a cure all. Like AI knows – it depends on what are the goals and preferences of people and organizations. Let’s delve into some of the most used development modalities in organizations and look at where they might be the most helpful.
Training
Online or in-person, both focus on giving the participants the skills or knowledge they lack. It is directive – the trainer/facilitator is the expert and is imparting their knowledge. There is usually some skills training – practice and repetition.
When to use: the employees lack certain skills – whether it is communication, use of AI, programming, operating machinery etc. training is most effective.
When not the best modality: for trying to change a behaviour or way of working together. Or when your team needs to generate a specific result at the end of the workshop.
Facilitation
Usually done in person but can very successfully used online. Focuses on getting a specific result by the end of the session e.g. strategy, vision, objectives, new product etc. The facilitator is there to keep everyone on track and make sure that the outcome is generated, participants are heard and there is consensus.
When to use: ideal for creating strategy, purpose, vision, mission, next years working plan, generate solutions to a problem, etc.
When not the best modality: your team does not work well together, there are factions and disengaged people. You really are looking for the employees to change some behaviours and start working better together.
Team coaching
Online or in person, focuses on team behaviour. International Coaching Federation describes Team coaching as an experience that allows a team to work towards sustainable results and ongoing development. It is becoming an increasingly important intervention in corporate environments as high team performance requires aligning toward goals, remaining innovative, and adapting quickly to internal and external changes.
When to use: you know what got you here will not take you forward. Given all the changes happening, your team needs to stay ahead of the game. You would rather work out what is the best way you can collaborate and be most effective in going after your goals.
When not the best modality: you are not really looking to change things but think that by doing more of what you are good at will be enough.
These are just a few modalities that are mostly used for team development in organizations. You can discuss your needs with the provider – a coach, trainer or facilitator (some have all of the skills) and see what is it that you need at the moment. It helps if your goals are clear, but if they are not, then maybe facilitation is a starting point?
Learn more by getting in touch and getting a free consultation.
