Challenges – Better learning, outreach and sustainability
GFA projects often engage in change processes, which call for capacity development activities such as training courses. Courses can be a tool to reach out to numerous stakeholders. Ideally, training is integrated into specific institutional settings so that local trainers can continue offering capacity development after a project is completed. Such a training system is considered sustainable. To participants, sustainability means high-quality learning. But working adult attending a training course often have no time to exchange experiences even though they meet interesting people with similar problems. When attending an online course they often click through overloaded presentations, trying not to doze off while grasping the topic given. Within days, participants forget most information they were exposed to or they discover that it can hardly be applied to their specific job situation. It is therefore a major challenge in training design not just to focus on the right content but to select adequate training formats and delivery methods. There is a wide range of training formats each of which comes along with advantages and disadvantages. Presence-based courses can be very effective but are expensive because of participants' high travel cost. E-learning scenarios can reduce costs and bridge distances but dropout rates tend to be very high. In addition, each learner has his or her specific methods and ways of learning best so that there is no one-size-fits-it-all. As project settings regarding training vary considerably, the specific learner’s perspective is a crucial success factor. >> Further information at talor made learining formats.
GFA concept and services – How do adults learn best in our projects?
The C³ Unit supports the development of tailor-made training concepts to match the needs of both learners and clients. By following best practices and formulating standards, our concepts enable more efficient learning, outreach and impact. The following features apply to most C³ training schemes, no matter which delivery format is chosen:
Activating training methodology
GFA’s training methodology stimulates learning by addressing motivation and curiosity. Participants acquire knowledge and skills based on the action- and experience-based learning cycle.
Integrated job-related activities
Learning is more effective if learners are enabled to practice newly gained skills and knowledge. During C³ training courses, participants work on joint projects related to their specific working environment.
Extensive training-of-trainers schemes
GFA promotes the qualification of local trainers, their selection, training, development and supervision.
Comprehensive training material
C³ courses and training materials for trainers and participants have a standardized format.
Monitoring and evaluation tools
Good quality needs to be followed up and constantly developed further. C³ offers a set of tools to monitor learners' progress and trainers' performance.
Further information at www.c3-training.de