Our Key Concepts
Inoperationalising these core values and principles, we build on four main concepts for design and implementation:
The SERVICE DELIVERY FRAMEWORK
Most of the development interventions involve services and the interaction between the state and non-state actors. The service delivery framework offers a sound perspective to analyse service systems and define systemic interventions at the three levels in order to make the system work as a system and not get stuck in isolated measures to enhance some elements of the system
Most of the development interventions involve services and the interaction between the state and non-state actors. The service delivery framework offers a sound perspective to analyse service systems and define systemic interventions at the three levels in order to make the system work as a system and not get stuck in isolated measures to enhance some elements of the system
The concept of SYSTEMIC INTERVENTION
Guided by critical success factors depicted in the LearningWheels, together with stakeholders we identify iteratively the key drivers and systemic triggers for change with the highest likelihood for impact and performance improvement. It is this systemic analysis which makes interventions well targeted and focused while monitoring the whole system performance
.Guided by critical success factors depicted in the LearningWheels, together with stakeholders we identify iteratively the key drivers and systemic triggers for change with the highest likelihood for impact and performance improvement. It is this systemic analysis which makes interventions well targeted and focused while monitoring the whole system performance
The concept of participatory ACTION LEARNING / ACTION RESEARCH
No matter how well-planned an intervention can be, continuous changes are required during implementation. To keep the intervention focused on the ultimate goals and impacts, we apply action learning as a core approach to learning while implementing. Well-defined learning loops, iterating action and reflection phases, guide the process and together with the systemic LearningWheels provide a flexible frame for moving towards the desired successes in a non-linear way.
No matter how well-planned an intervention can be, continuous changes are required during implementation. To keep the intervention focused on the ultimate goals and impacts, we apply action learning as a core approach to learning while implementing. Well-defined learning loops, iterating action and reflection phases, guide the process and together with the systemic LearningWheels provide a flexible frame for moving towards the desired successes in a non-linear way.
The concept of SYSTEMIC COMPETENCE DEVELOPMENT
Capacity development is the centre piece in development. What we mean by capacity is more along the notion of ‘competences’ which means the performance for delivery in the job by individuals, teams and organisations. This is much more than qualifications or skills; it is the creative and entrepreneurial spirit of doing business and finding innovative solutions to challenges. It requires space for the individuals to develop and the capacity to utilise their space effectively.
The development of systemic competence requires a very different approach than conventional training. We do not train modular topics, but we engage people in learning processes in how to perform their job better. This means we enable people in these processes to deepen their understanding, skills, and attitudes required to perform successively in this learning and coaching process. We pull in the technical knowledge as required to perform better. We operate through workshops, team and peer coaching and learning and strategic change management support at organisational level.
Capacity development is the centre piece in development. What we mean by capacity is more along the notion of ‘competences’ which means the performance for delivery in the job by individuals, teams and organisations. This is much more than qualifications or skills; it is the creative and entrepreneurial spirit of doing business and finding innovative solutions to challenges. It requires space for the individuals to develop and the capacity to utilise their space effectively.
The development of systemic competence requires a very different approach than conventional training. We do not train modular topics, but we engage people in learning processes in how to perform their job better. This means we enable people in these processes to deepen their understanding, skills, and attitudes required to perform successively in this learning and coaching process. We pull in the technical knowledge as required to perform better. We operate through workshops, team and peer coaching and learning and strategic change management support at organisational level.
In all the four concepts, FACILITATION FOR CHANGE is at the heart of interventions. The quality of facilitation is the key to success.
