Training Transformation - The Grail Centre

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Fig1. Testing statisticsOrganizationCommunitiesvisitedNo. of people atthe communityworkshopsGraduatesInterviewedAids Response - - 21 1We Can 1 14 1 1The OverbergCommunityDevelopment2 19 2 -ProgrammeDepartmentof correctionalservices- - 1 1Total 3 33 6 3DirectorOur initial intent was to test the questionnaires in South Africa and Zimbabwe. The rationale behindthis notion was that the environment in Zimbabwe was completely different from South African assuch we would have insights of the effectiveness of the questionnaires. However, due to limitedtime and resources we decided to have the testing process in The Western Cape, which is also thehome for Training for Transformation.See objective 5 in the annual report 2008 for detailsAll the two graduates at AIDS Response had left the organization by the time of the interviews.10training for transformation biannual report January-June 2009
Trying out the questionnaires in the first round, we struggled to get the key issues from therespondents. The Team’s reflections at the end of our first day challenged us to synthesize thequestions into core areas of the indicators. The table below provides the synthesized questions thatwe used to continue the testing and eventually for all the interviews thereafter.Fig.3. PEP synthesized questionnairesIndividual Organization Community1. Tel us about yourself where were you beforeyou worked for the organization that sent you totraining for transformation and what was yourrole there?2. What do you consider to be the key learningsthat you got from training for transformation?[Give examples]3. What are some of the new competences [newways of doing] that you got from training fortransformation? [Give examples]4. How much have you been able to put thetraining into practice? [Give examples of newinitiatives coming out of your work]5. What are some of the difficulties youhave experienced when using training fortransformation methodologies? [Give examples]6. What adjustments does training fortransformation need to make to meet the needsof its graduates? [Think about how you couldbe more effective in your work using training fortransformation]7. Do you have contact with other training fortransformation graduates? Yes/No How inyour opinion should training for transformationgraduates support each other in their work?1. What do you consider to bethe most important role of yourorganization?What is the name and focus of yourorganization?How long has it been in operation?What is its legal status?2. How has training for transformationimpacted on the work of yourorganization?What are the positive and negativeaspects? [give examples]3. Did training for transformation haveimpact on your other staff? If so how?If not, Why? [Give examples]4. Is the training for transformationmethodology consideredcontroversial in your work? Why?How have you responded to that?5. How often is training fortransformation methodology/approach used in your organization?6. In what ways could training fortransformation continue to supportthe work of your organisation?1. History of the organization or groupWhat is the name and purpose of theorganization or group?How long has your group been workingtogether?What is the group’s legal status?2. CodeUse the river code---explain that it is dangerous.etc. [Before the play]What happened?Why was the first person carried?Why was the second person not carried?Real life situationWhat does the river represent in yourcommunity?In your community who would all these peoplerepresent?What are the root causes of dependency?[Economic, political and cultural causes] use flipchartsImpact3. How has working with the training fortransformation assisted you in tackling theissues that affect people in your communities?[Give examples]5. Since you started working with [name theperson] do you think there is a difference inyour community? How do you know? [Giveexamples]The main findings from the testing workshops were also in three important areas in line with thequestionnaires namely, individual, community and organization. These learnings were passed ontothe teams in Uganda and Rwanda.training for transformation biannual report January-June 2009 11
Page 3 and 4: ContentsContext....................
Page 5 and 6: BackgroundBefore discussing the spe
Page 7 and 8: Objective 2: To secure funding for
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Page 13 and 14: PRELIMINARY INSIGHTS FROM SOUTHERN
Page 15: WAY FORWARD: Objectives for July -
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