Training – through experiential adult learning
M-CRIL’s training programmes follow the principles of adult learning, based on the logical steps that enable participants to reflect on experience and to draw out the lessons to apply in their work in future.
For training exercises,we align with existing best practices (such as CGAP, the Smart Campaign). We also develop case studies and exercises drawn from organisational and field realities that M-CRIL teams document through our related work in assessments and research.
Tailoring training to requirement
We design organizational training programmes on the basis of training needs assessments through questionnaires for staff. These questionnaires serve to identify specific skill gaps, and ensure that the training addresses such gaps.
Programmes are adapted to different country contexts and customised for a range of clients including regulators, multilateral agencies, bankers, microfinance institutions; and for different levels of staff – CEOs, Board members, senior managers, middle managers, branch managers, field staff.
At the start of each programme, every participant completes a brief questionnaire, which is repeated at the end of the training to assess learning – as well as to obtain feedback on the programme.
Capacity building over the long term
Engagement with an organisation over time, with mentoring by our team, helps to strengthen the capacity for change, and the necessary management and reporting systems.
The following principles guide our capacity building/institution development work:
- We draw on existing work and examples of good practice across a sector
- We adapt best practice to suit specific organisational models, contexts and skills, so far as possible,
building on the systems already in place
- We encourage internal monitoring and reporting, around a core set of indicators, with data definitions
consistent with international definitions
- We support data capture, management and quality with use/adaptation of relevant technology.