Credit seminar on

Coverdale Approach for the Capacity Building of Extension Personnel

Presented by : Sreeram.V Ph D Research Scholar

Division of Dairy ExtensionNational Dairy Research Institute

Karnal, Haryana

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Introduction Training is the corner stone of sound

management as it makes employees more effective and productive. Every organization needs to have well-trained and experienced people to perform the activities towards the goal.

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Classification of training methods

Training Methods

Cognitive Behavioural

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Cognitive training methods

• Lectures,Discussions• demonstrations,microlab• Conference,debate,symposium• Brainstorming,workshop• Computer based trainings etc..

Behavioural training methods

• Games,simulations• Behavioural modeling• Case studies,role plays• Skit, In basket exercises• Sensitivity training etc..

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Coverdale training is defined as ..

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• Sensitivity training programme based on group dynamics developed by Ralph Coverdale. This model emphasizes the performance of real group tasks rather than role playing and is designed to enhance social skills (George, 2013).

• 100 percentage participation of trainees in this training methodology; learning percentage is higher in this methodology when compared to other types (Janakiraman, 2007).

1918-1975

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Ralph Coverdale • Founder of The Coverdale

Organisation and the associated with the method of Coverdale Training.

• Also credited with being the founder of coaching as a business tool in British Industry.

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The basic philosophy of Coverdale Training

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• Each person is unique and everyone has something to offer.

• Managers have the freedom to choose between two apparently equal alternatives. The power to choose – to help or hinder, to co-operate to mutual benefit or manipulate to personal advantage or gains.

• A group co-operating to mutual benefit is more than a collection of individuals.

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The basic concepts in coverdale training

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At the root of this system there are three basic concepts.

a. The systematic approach to getting things done, the establishment of an objective, seeking for information, overcoming the problems and evaluation of results.

b. The use of differing intellectual skills among the managers.

c. The sensitivity element of teaching the managers to recognize their own strengths and weaknesses.

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• This training method concentrate upon personal relationships as a means of achieving goals and uses the practical exercises rather than theoretical lectures to put them across.

Key considerations while designing training for adults are:

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For adults, learning occurs best when it is motivated, not coerced or forced.

For adults, learning occurs best when it is conducted as a partnership.

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Contd.. For adults, learning occurs best when it

involves their primary learning mode and is interactive and experiential.

Learning occurs best when people’s attention and energy stay engaged and focussed, and this is possible if people feel comfortable in their surroundings.

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Contd.. For adults, learning occurs best when there is

an understandable structure and reinforcement. It helps most people to see the whole and the parts, to know where they are going and where they have been.

(Justice and Jamieson, 1999)

• Part 1 of the training is residential course for about 20 managers lasting a week.

• Participants work in teams of six or seven on a number of repeatable tasks examine how they have worked together and plan for better group performance on the next run.

• The tasks ranging from building towers with toy bricks to counting windows in a hotel are not important in themselves, but how the team tackles them against the clock is the key.

• Individual strengths emerge as the course progresses and the members become more skillful at integrating these talents in team work as they gain experience. ………

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• In part 2 of the training ,managers gain further experience of team formation by working in a variety of groups. Advanced courses are also run for key managers and specialists where issues previously raised are considered more deeply.

• Managers who have been through this form of training should become quick to recognize deficiencies in the structure and functioning of their existing organizations and are more prepared to question their own management practices. (Source : MANAGE)

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• Thus, a series of task cycles are carried out. In the groups, for any task, first some preparation (P) takes place followed by action (A).

• The preparation may be short or long depending on the complexity of the task .After the action, another useful step is to review (R) the end results and the process.

• This process could be explained as Preparation-Action-Review cycles.

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Preparation-Action-Review cycles

Preparation Preparation P

Review Action Action Review

( source: Jaya and Reddy, 2010)

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• These stages of doing a job in a sequence i.e. preparation, action and review is called a systematic approach to getting things done which was developed by Coverdale Organization Limited, UK. The process issues will be incorporated in the task cycle

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Since the personnel of organizations are all adults, they require an active mode of training that is found to be lacking in many of the training organizations. Training for adults need to be activity- based wherein their energies could be put to use in the learning process (Jaya and Reddy, 2010).

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• EEI, Nilokheri, Haryana• SAMETI, Jharkhand Extension Management Monitoring &  Evaluation Project 

Management  & PRA Techniques Management of Training Programme

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Let us conclude..• Coverdale training is another experience based

system so that managers could learn to perceive and utilize both their own talents and those of their co workers.

• Experiential learning focuses on interactive and upward spiral learning process of preparation-action-review (P-A-R) in repeated cycles.

• This opportunity helps the agricultural extension managers of various line departments to discover how they can improve their performance and to empower themselves for undertaking their jobs effectively.

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THANK YOU FOR YOUR KIND ATTENTION..