Training is not an end in itself.
Learning for change does continue after the course.
That is where it is put to use.
Our approach in consultancy and facilitation is informed by participatory and people-centred learning methodologies. The interest and willingness to learn and share ideas are central in our approach. We make use of methods that have been developed, tested and applied for many years in very different circumstances and cross-cultural contexts. This enables us to keep an open mind to each new situation.
Next to intercultural sensitivity, we use our advanced communication skills and sense of humour to achieve common goals. We strongly believe that sustainable results can only be achieved when all participants are actively involved in analysing, planning and implementation. This enables us to make optimal use of existing knowledge and experiences. Moreover, it increases vital support for the required change in the organisation.
MDF fully subscribes to the principles of adult learning. Recognition is given to the individual participant’s need for professional and personal development. Course programmes are designed such that they are participatory, drawing from participants’ knowledge and prior experience. We mix theory with practice and use case studies, management games, lectures, simulations, group work and field studies. Maximum participation is therefore expected from participants.
With the actual application of learning behavioural change takes place. Therefore at the end of each course you make an individual action plan to enable you to apply the learning in your work environment. For a number of courses we offer coaching and assess changes after the course.
More information on our approach, read more....