Briefing on Facilitating for Organizational Development training:

Two Staff working at CSSC head office: Dr. Godwin Ndamugoba and Dr. Jane Kahabi were selected by CSSC head office to attend FOD course.

This is an international course, currently attended by members from Kenya, Uganda and Tanzania. The Course run in three Modules, the first two modules were conducted in November ’08, March ’09 and the third one is expected to kick off in June ’09.

Each module runs for one week.  For more details see info@easun-tz.org or you can visit their website www.easun-tz.org

Upon finishing the first two modules the two officers gave a feedback to CSSC staff on what was learnt during the training.

The following were shared:

•    FOD DEFINITION.

•    What is FOD for

•    Vision and Mission of FOD was shared as an empowering the organization by facilitating people through working together and make them transform as to make change of the organization system thus reaching a desired goal.

•    During the first two modules attended, the two members attending the training presented overview of Vision and Mission of CSSC; Management Structure of CSSC; CSSC Activities Central and Zonal levels; major events the organization went through since its formation (Turning points)

Turning points are critical events that happened in the life of an organization, around which something new was learnt leading to significant shifts in perspective, activities or ways of doing things.

Our turning points were (1) Formation of CSSC in 1992 (2) Development of the first Strategic Plan 2003-08, (3) Formation of ZPFs/Zonal Secretariat in this aspect people were made to reflect on

•    What went well?

•    What went wrong?

•    Reflection.

•    Lessons learnt.







TOOLS USED IN MAKING CHANGES were clearly explained, these are:



1.    ACTION LEARNING MODEL which goes into stages of:- Action, Reflection, New Learning and Planning.

2.    HELPING CONVERSATION MODEL which emphasizes on Picture Building, Challenging to Action and Deepening which stresses on the importance of Reflection on the past on how the planned activities were implemented and from there new learning is achieved which is used for next planning.

3.    LEVELS OF COMPLEXITY – As an organization there are levels which should be explored if there is a balance in managing the organization these are:

1)    PHYSICAL

2)    STRUCTURE, PROCEDURE, ACTIVITIES

3)    GENDER

4)    RELATIONSHIPS

5)    LEADERSHIP

6)    VALUES

7)    IDENTITY

8)    ENVIRONMENT.

4.    THREE LEVELS OF LISTENING these are (a) Listening by Head, (b) By Heart and by Feet. The main goal is to improve our Active Listening, To develop Different Levels of Listening and to put into application of listening into Practice.

5.    POLARITIES MODEL

PLANNING (Looks into Aims, Objectives, targets-future oriented) tries to address the question of where are we going?

REVIEWING (Deals with Summarizing, evaluation, orientation) which looks into the aspects of the past-How are we doing?

SUPPORTING (This deals with Questioning, Clarifying, and Mediating) Looks into the aspect listening what is she/he really saying?

INITIATING (Proposing, Pushing) looks into the aspect of Speaking- let’s do this? Whatever is decided there should be someone to stir up implementation, make it work.

GIVING AN OVERVIEW (Explanations based on Theories, Perspective, insight) trying to answer the question on what does it all mean?

GIVING EXAMPLES (Explanations based on Experiences, Incidences and facts) looks on Reality- trying to answer the question on how is it in practice.



These are guided by Process, Content and Interaction (See the Chart on how this model operates)