Diversity: A learning Guide for Non Profit Consultants
A learning Guide for Non Profit Consultants
What is a nonprofit organization?
A non-profit provides services and resources to a select group of clients. The groups start out by understanding the community around them and formulating a plan to enhance its growth. The understanding of the community must include as many groups as possible and being very careful not to overlook the smaller less noticeable groups that reside within it. By thoroughly exploring the make-up of a community, an assessment of the potential resources within it and the problems that prevent its growth are exposed. The success of any program is a communal effort between the community members, its governmental and business leaders. The overall well being of a community also depends on facilities that support the day to day activities within that community. The consultant group plays a vital role in bringing all of this together and provides programs that are needed to stimulate growth of the community members.
How do we help you foster growth through learning?
- 1) Help you identify learning opportunities. This involves evaluating education level of community members and implementing strategies that promote growth such as scholarship.
- 2) Develop strategies to promote a learning atmosphere in your organization. Employees should be motivated to learn through training and proper allocation of finances to fund learning activities.
- 3) Monitor training effectiveness and identify areas needing improvement. The consultant group should evaluate the skills learned among the community members in order to recommend the firm on strategies to improve training activities.
- 4) Offer new communication skills between client and counselor. The client feedback should be evaluated by the counselor in order to understand their perceptions.
- 5) How to ensure the client is always the first priority. The client’s needs should be addressed and the relationship between them and the organization improved by training employees.
Who our target group is:
- 1) Consultants that wish to improve their interaction with their clients. These consultants should understand the clients and issues affecting their learning.
- 2) Organizations that want to develop a common group skill set for their consultants. The organizations should empower the consultants groups by providing resources required for training the clients.
- 3) Organizations that want to identify the best consultants and provide pathways for personal and organizational growth through training. To obtain competent consultants who can train the community effectively with the available resources provided by the firm.
Here is what you can expect to learn from our training program.
1) How we help to identify learning opportunities
- a. Analyze organizations objectives and targets. The objectives should match with the learning requirements of the society in order to improve the training program.
- b. Assess the employee’s skills and how they can be best utilized to meet the organizations objectives. The skills may be evaluated using amplitude tests and improved through training in order to match the requirements of the firm and the needs of the clients.
- c. Finally identify gaps in the group skill sets that prevent the goals of the organization to be met. These gaps may be identified by evaluating group’s performance in order to match their interest with the goals of the firm.
2) Basic skill set required by consultants
- 1) A degree in the field of social sciences. This degree should be at least second class honors upper division. The consultants should also have some experience on social sciences including internship skills acquired when pursuing the course.
- 2) Organization in the execution of their duties. The consultants should possess adequate skills to perform their duties effectively. They may consult others in order to avoid risks associated with their duties.
- 3) Interact with clients fairly and without prejudice. They should adhere to their code of ethics, which prohibits biasness.
- 4) Be willing to learn from peers and share their own experience and knowledge with others. Evaluate the feedback obtained from clients in order to improve their strategies.
- 5) Motivate both clients and other organization members. Clients and organizational members may be motivated by non- monetary rewards in order to improve their performance.
- 6) Strong communication skills to enable the individual share what the organization represents in the community. Consultants should have adequate skills on interpretation and evaluation of ideas in order to communicate them effectively.
- 7) Handle resistance and challenges from clients/community. They should have conflict resolution skills in order avoid failure to achieve the group’s goals.
- 8) Determine the causes of performance gaps. These may include conflicts, incompetence, inadequate resources and demoralization of the consultants. The causes should be evaluated closely in order to mitigate them by implementing innovative strategies.
- 9) Guide clients through a decision-making process. Clients should be involved in decision making in order to recommend the organization on issues that affect performance of the firm. The clients should be guided on the decisions of the firm in order to understand their objectives.
- 10) Computing, scheduling, general office management skills. The consultants possess these skills in order to avoid losses that may be incurred by the firm due non compliance of the computation rules.
- 11) Deal with people fairly. The needs of all people should be addressed equally in order to ensure growth of the community.
- 12) Share knowledge and skills. Consultants should pass their skills to the community members in order to improve their performance.
- 13) Be empathetic. This involves understanding issues of the clients and presenting them to the organization and other group members as if they are your own.
- 14) Listen and acknowledge understanding. Consultants should listen to the clients and other group members in order to improve their performance.
- 15) Identify learning needs. The learning needs should be evaluated by the group to establish strategies that can meet them.
- 16) Negotiate training. The consultants should involve the clients on training issues that improve their knowledge and skills.
- 17) Coach and mentor. The consultants should possess the skills to coach these employees in order to improve learning and growth in the community.
- 18) Record keeping. The records should be kept in order to promote comparability and adherence to the rules on their preparation.
- 1) Adult learning. This involves understanding the issues affect adult learning such as perception to know all issues in a particular field.
- 2) Coaching and mentoring. The consultants should understand the needs of the clients and employees in order to improve their performance through coaching.
- 3) Leadership. This involves delegation of authority to employees and supervision of the training program effectively.
- 4) Problem solving. They should be proactive rather than reactive in order to avoid severe problems to the community.
- 5) Structured learning and self learning. Consultants should involve the community members in structuring learning programs and encourage self learning by motivating the clients.
Create learning opportunities
- 1) identify learning opportunities
- a. Consultants determine their own learning needs. This involves evaluation of their knowledge and skills.
- b. Organization performs a learning assessment on their needs. The organization should evaluate their needs with the requirements of community members and firm’s goals.
- c. Learning opportunities of other nonprofit organizations. This helps them to improve their weaknesses and exploit other opportunities using their strengths.
- d. Identify how best the learning can take place. (Online, in class of other). Learning option that matches the objectives of the firm is adapted.
- 2) Identify learning needs to team or organization
- a. Identify goals of the organization. The needs of the team should match eh goals of the organization.
- b. Determine the role of the organization in the community. The organization’s role can be evaluated by the improvements it has enhanced in the community.
- c. Identify areas where team members can upgrade skills to better participate in the group. These include cooperation among the employees and merging issues such as technology.
- d. Identify personal goals of the consultants. The goals of the consultants should match those of the organization in order to promote growth.
- 3) Develop learning plans
- a. Consult with members about their goals within the organization and how to obtain them. The goals of each member should be their targets and can be achieved by motivating them.
- b. Consult with members about the needs of the organization and an educational plan to suit the goals of the institution. The needs of the organization should be incorporated in the plan in order encourage their achievement.
- c. Consult with members about their personal goals and how to obtain them. The members should exercise transparency in order to disclose information about their goals.
- 4) Plans need to reflect diversity of needs
- a. Tailor plans to suit schedule of consultants. Consultants should be involved development of these plans in order to address their issues.
- b. Provide different avenues of delivery. This encourages consultants to perform these tasks from different locations and management of time effectively.
- c. Allow for education outside of normal working hours. The consultants are able to compensate time lost when their schedule was inappropriate.
- 5) Maximize participation
- a. Provide a structure for feedback. Issues noted by clients are provided in the feedback obtained from them.
- b. Asses learning plan as it relates to goals. The learning plan should be evaluated to match the goals in order to encourage participation.
- c. Monitor progress and methods to reward advancement into the program. Rewards motivate the employees and their progress monitored in order to improve reward methods.
- d. Ensure communication between training and development people. This facilitates implementation of the strategies adapted by the firm.
- 6) Facilitate and promote learning
- 1) Ensure workplace learning opportunities are used and sharing of experiences and skills takes place.
- 2) Start procedures ensure training is relevant to the organization and builds the individuals.
- 3) Identify self reflection and self training assessments to empower staff to identify their own needs.
- 4) Recognize the achievements. These may be recognized by motivating the achievers.
Monitor and Improve
- 1) Strategies to monitor performance and identify additional support needed. The performance may be monitored by the evaluating the skills obtained by the clients.
- 2) Develop feedback system from staff to identify improvements to learning environment
- 3) Record keeping identifying new competencies for future planning. These can be compared with past competencies in order to improve planning.
- 6) Structured learning and self learning. This may be monitored by evaluating the learning structures and impacts of self learning to the community members.
- 7) Record keeping. The records may be improved by observation of the recording rules provided and ethical requirements of the consultants.
Assessment of the plan
- 1) Identify method of feedback from client and staff. The most appropriate method of obtaining feedback is survey.
- 2) Show plans for professional development. The plans should match with the objectives of the firm and should encourage career development.
- 3) Plan for change. Change may be implemented by training employees on new issues in learning.
- 4) See the need for management buy in. Managers should allocate adequate resources for implementation of their plan.
Identify resources in and away from organization
- 1) Case study in teams. Case studies limit the assessment to specific organizations.
- 2) Observation of work. Observations involve analyzing results obtained from a study of the organization’s resources.
- 3) Train for situations through role play. The roles of the consultants may be assessed by training them and evaluating their competencies.
- 4) Question staff and management on how programs work for them. The feedback obtained from the staff and management may be used to improve allocation of resources.
- 5) Review and revise plans as required. This ensures that the issues highlighted from the review are discussed among the groups to identify solutions.
- 6) Evaluate how the organization has changed. The performance of the employees and its structure is used to evaluate change.
- 1) What are they and what do they look like.
- 1) How to move through organization. The organizations objectives should meet the learning needs. Communication in the organization ensures that the learning needs are understood by all employees.
- 2) How organization works. The organization motivates the employees to by training them hence meeting the requirements of the firm.
- 3) Gaps in skills set. The gaps involve failure to meet the skills by the employees and clients hence learning needs are not met.
- 1) Code of conduct. These are the set rules that guide employees or consults on how they should take their roles
- 2) Performance standards. These are the expectations that the employees should meet after training has been conducted.
- 3) Outside requirements. These are the rules that compel an organization in implementation of their learning needs but are not in their internal objectives.
- 4) Team competencies. These are the strengths that the teams have in implementing the goals of the firm.