Capacity building methods overview

CB Characteristics Useful for? Helped by? Resource

Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

One-off A structured event held in the  Enhancing capacity at an  See key points from  High overall
intensive workplace or in another venue. individual level PSO action research cost
training Often following a Training Needs (competencies) and seminar on (preparation
course Assessment, it will be designed Training as a and event
around a number of learning  Conveying knowledge in a
Capacity Building costs such as
objectives. Each session will have structured way
Strategy (annexed) venue; food
predefined objectives and content
 Ensuring that ‘core’ content is etc)
materials, with a detailed session  Combining another
covered
plan to guide the trainer. Training support method with  Access to
methods vary - from traditional  Ensuring that members of one the training course, good training
‘classroom’ style to the highly team/organisation are such as follow-up venue
participative action-learning exposed to the same content coaching; peer
approach. Participants may be from  Requires
and materials support groups etc.
one organisation or team (in-house quality
training) or from a variety (the ‘open control of
training’ event). trainer/s

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CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Modular Based on action-reflection cycle, this  Combining theory with  Some of the same  Extended
training is a series of structured events held practice as the PSO paper period of time
course over a pre-defined period of time. needed to
Participants often are asked to do an  Enhancing capacity at an  Support by the
dedicate to
exercise on the topic of each module individual level facilitator/trainer in
the course
between each time they meet, or (competencies) between modules
put the content of the module into (visiting workplace if  High overall
 Conveying knowledge in a
practice in their workplace. at all possible) cost
structured way
 Access to
 Ensuring that ‘core’ content is
good training
covered
venue
 Requires
 Ensuring that members of one quality
team/organisation are control of
exposed to the same content trainer/s
and materials
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Technical The focus is on the technical or  Very focused interventions  Requires clear and  Investment in
expertise/adv professional content, or the technical which have clear outputs or specific terms of preparation
ice systems required for the work to be products reference time
effectively implemented and
managed. Delivery may be as part of  Particularly useful for  Advisor needs  Advisor may
on-the-job accompaniment or it may developing new systems at strong adaptive need access
be delivered during a special visit to organisational level skills and sensitivity to
the organisation. to the context for infrastructure,
 Ensuring quality standards
the application of people etc.
 Can be used at the level of the technical content
enhancing individual
knowledge and skills
 Appropriate for role of
‘reflective observer’ at low
intervention stage
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Mentoring Mentoring involves passing on tips  Building individual confidence  Important that the  Availability of
from experience, attitudes, individual ‘mentee’ timing that
knowledge, contacts etc. from more  Reinforcing individual
has choice of who suits both
experienced individuals to less attitudes
will be their mentor mentor and
experienced staff. The ‘mentor’ will  Networking mentee
be someone with an established  Helpful to have an
reputation in the specific field. It  Leadership development agreed structure to  Empathy and
may take place within an on-going the sessions openness to
relationship. The participant would share
normally set the agenda and have
control over the timing etc.
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Coaching Coaching is similar, but does not  Enhancing individual skills  Needs to have clear  Coaching
usually require that the coach has goals skills
direct experience of their client’s  Strengthening the application
formal occupational role unless the of newly-acquired knowledge  Focus on  Strong inter-
coaching is particularly skills performance personal
 Structured reflection at
focused. The expertise of the coach improvement communicatio
individual level
is more in the coaching method n skills
 Links to programme
itself.
or organisational
objs.

Management Intervention of an external  Facilitating ‘deeper’  Most effective when  Availability of

or OD consultant working to a specific organisational change located within individuals
consultancy Terms of Reference related to the holistic context or with
internal functioning of the  Addressing leadership issues
framework consultancy
organisation, or helping the  Team building skills
organisation through a change  Requires careful
process. matching of
consultant to client
 Realistic ToR
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Facilitated An event which is designed around  Advancing particular initiatives  Clarity of purpose  Facilitation
workshop or specific objectives. These objectives via collaborative production of and outputs skills
exercise can focus on the development of relevant outputs.
ideas and knowledge, or on the  Identification of  Availability of
production of a specific output.  Useful for intensive reflection appropriate methods appropriate
and harvesting to be used during participants
event
 Can be costly
 Requires close
facilitation to ensure
objectives are met
 Identification of
appropriate
participants
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Leadership Usually applied in a medium-term  May support and encourage  Clear criteria for  Need to
development programme targeting existing or individuals without formal selection of ensure
potential future leaders. This leadership positions but who participants commitment
programme may draw on a mix of play an important influencing of time to the
methods.  Support from line
role within the organisation or programme
manager or
team
supervisor
 Useful as part of a leadership  Funds
renewal strategy available for
 Clarity within the
 Useful as part of an overall an extended
organisation or Unit
organisation change process programme
about the role of
leaders and the ideal
competencies
required to
effectively fulfil the
role
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Shadowing or Observing someone as they go  Very helpful for learning about  Clear and specific  Openness of
Observing about their day-to-day job, or practical applications of objectives ‘recipient’
undertake a specific task. knowledge and skills in ‘real organisation/i
 Identification of
life’ situations ndividual
appropriate
being
 Useful to gain an exposure to opportunity
shadowed,
the ways of working of others
 Clarity about how plus time
 Contributes to building the learning will be available to
relationships applied back in the explain and
on-going work answer
situation queries
 Could be
costly if
shadowing
takes place at
a distance
from learner’s
workplace
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Internship The placement of an individual  Can help access to new  Receptivity from  Time to
within a team or organisation for a methods, technical knowledge ‘host’ support the
pre-determined period of time. etc. team/organisation intern
Usually it is someone who is recently
graduated or embarking upon a  Useful for gaining a new  Respect for the  Intern’s costs
career. perspective i.e. if the recipient intern and will need to
team is a bit ‘stuck’ in their responsiveness to be covered
ways their needs
 An additional human resource  Clarity on roles and
responsibilities re:
support to the intern
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Exposure or A pre-arranged visit aiming to learn  Similar benefits to ‘shadowing’  Clear and specific  ‘Host’ needs
exchange about a specific experience, or gain objectives to make time
visit an exposure to the ways of working available
of another organisation, institution,  Can be used to address many
team etc. different capacity areas  Identification of  Potentially
appropriate ‘host’ high cost
 Can build relationships beyond
the one-off visit  Clarity about how
the learning will be
 Useful for gaining new
applied
perspective

 Clear criteria for

selection of
individual
participants
 Follow-up
mechanisms,
including via
performance
management
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Community of Often ‘virtual’ in nature (i.e.  Enhances individual  Criteria would help  Requires
Practice exchanges are held over the knowledge process of self- access to
internet), this is a group of selection reliable
individuals who share their  Contributes to innovation and
internet
experiences and build their to bringing in fresh  Purpose and scope
service
knowledge together. They are perspectives of the CoP need to
focused on specific themes, technical be clear
 Encourages ‘ownership’ of
or professional areas, processes etc.
learning  Organisational
benefits more likely
 May benefit organisations as
if there is clarity
well as the individual
about the ‘feedback’
participants
mechanisms
 ‘face to face’ launch
if at all possible
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Action A group meets on a regular basis  Useful for leadership  Participants need to  Time
Learning Set and uses a specific method to development identify a strategic commitment
support each member in turn to issue or work over
reflect and act upon a work issue.  Contributes to addressing
problem to focus extended
See critical issues
attention on over an period
http://www.odi.org.uk/publications/  Helps break down ‘silos’ within extended period
5230-action-learning-set-process  Access to
organisations if participants
 Clear criteria for facilitator with
are from different teams/units
selection of ALS skills
 Builds peer relationships participants
 Helpful to enhance active  Support from line
listening skills manager or
supervisor
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Peer Support In general terms, Peer Support  Concrete problem solving  Selection of  Strong
groups and groups can be time-bound, and appropriate communicatio
Peer Assists ‘virtual’ gatherings of people working  Building up a peer network
participants (peers) n skills
http://www.odi.org
in similar areas who are open to  Knowledge development
.uk/sites/odi.org.uk supporting each other. Peer Assists  They may benefit  Attitudes of
(particularly on technical
/files/odi- is when one individual has from facilitation respect
assets/publications
methods and approaches)
something they want to move
-opinion-  Familiarity
files/6427.pdf
forward with, and brings together
with Peer
others with experience in that area
http://www.yout to help him/her think about Assist
ube.com/watch? technique
alternatives
v=ObmQyW3EiiE
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Peer Review Peers engage in reviewing the work  Relationship building  Selection of  Time
of another peer. This can take place appropriate peers available for
at individual, team, unit, or  Exchange between more/less
participating
organisational levels. It can be part experienced partners  Clarity on roles
peers
of a formal evaluation, or as an during the Review
 Ensure diversity of
approach to peer learning.  Can increase
perspectives during an  Relatively high
evaluation
evaluation degree of trust
costs
amongst
participants
 Openness on the
part of the ‘recipient’
peer
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)
 ‘fit’ within overall
Partner Regular meetings with partners may  Focused knowledge  Access to
meetings include the provision of some meeting agenda
development external
specific input with the aim of  Participatory
resource
enhancing capacities. For example,  Ensuring a common approach to
person if
inviting a guest speaker to discuss understanding amongst all selection of topic
required
new developments in the sector. partners  Selection of topic
appropriate to all
 Especially effective if
Joint Inclusion of individuals from partner  Particularly useful for  Increased
Monitoring organisations in the monitoring or partner participates
enhancing M&E capacity costs of the
and evaluation of specific programmes. in the development
M&E activities
Evaluation  As for ‘Peer Review’ above of the M&E tools
being used
Signposting The provision of information and  Enhancement of technical  INGO itself would  Time to
information materials, or the indication of where knowledge need a strong source
and resources to gain access to such materials and knowledge relevant
information.  Obtaining ‘good practice’
management culture materials
reference material and
and systems
examples (e.g. of policies,
curriculum, standards etc)  Close relationship
with partner
 Enhancement of knowledge
facilitates
management
identification of
resource needs in a
‘fluid’ manner
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Opening Facilitating partners’ access to new  Building relationships in a new  Requires high levels  Time for
doors and contacts, decision makers and other technical area of trust (with communicatio
facilitating influential people and institutions as partner, with n work
access a contribution towards enhancing  Enhancing relationships for
contact)
relational capacity and achievement policy influencing
of objectives.  Careful briefing of
partner about the
contact
CB Characteristics Useful for? Helped by? Resource
Method implications
Description of the method Applications of the method Factors which help
The most ensure the method is as Time, money,
common name effective as possible infrastructure,
for the method competencies
(skills, attitude
etc)

Harvesting Systematization of experience with a  Building a shared  Clarity of purpose  Knowledge

experiences view to sharing key points with understanding within and and and skills for
others. The process of gathering the across organisations output/outcomes harvesting
experiences is often done in a way
which can help collective reflection  Useful as part of learning  Clarity on  Time
on the advances of the work, lessons exercise, particularly if it methodology implications
learnt etc. enters the ‘triple’ loop of
 Realistic timeframe  Cost could be
transformation (change or
a factor
renewal of basic assumptions  Clear roles
(particularly if
and mental models)
an expensive
 If a product emerges from the product is
‘harvest’, this can be used to desired)
enhance profile and credibility
of the partner/s

Accompanime The on-going, regular  Can be applied to any sphere  It is incorporated  Strong
nt accompaniment of own staff with a of capacity development work into the daily communicatio
partner organisation. Capacity ‘business’. n skills
development takes place through
largely informal means –  Good quality of  Flexibility and
conversations, joint working etc. inter-personal time to be
More structured coaching may be relationship ‘available’ to
incorporated into this on-going the partner
relationship.