WCI Press refers Competency Styles® partners to organizations looking for facilitators to run Competency Styles® in-house work shops, or to act as training for training trainers and coaches for inside Competency Styles® workshop leaders. Competency Styles® partners are skilled group facilitators who have substantial competence in group dynamics, conflict management and adult development. We partner with individuals who have proven themselves in these areas through their professional practices.

The Competency Styles® Partner program is a business relationship. It has marketing and other benefits. It sets the stage for involvement in the development of WCI Press's future personal and professional development materials. If you are interested in exploring this possibility, please contact Roelf Woldring directly.

If you are thinking about the possibility of being a WCI Press partner, please read the following three pages (click on the page links below). You will find that we use them as principles in our dialogue with both individual participants at our programs, and in contract negotiations with the organizations to whom we deliver training and professional development services. We expect that you guide your own practice by very similar ideas.

First, we establish the level of learning for the program.

Then, we dialogue with the client representatives to determine how each of the 3 type of participants who take part in a learning program - the participating learners, the organization receiving the learning service, and the organization providing the learning service - stand on the business and learning issues involved. This leads to a more grounded and broader understanding of what the training program will accomplish.

Finally, we refer to a design framework that we have used for years to guide us in the preparation of the program contents. We make a distinction between:

• learning that - factual knowledge that can often be most cost effectively be taught in e-learning programs, either on DVD or over the Internet,
  
  
• learning how to - knowledge based how to do skills that can often be cost effectively be taught through computer based learning simulations using tools such as Adobe Captivate,
  
  
• learning how to - physical (including sport) and interpersonal skills that require practice, drills and feedback (including video based feedback), which are best taught in face-to-face programs and through coaching,
  
  
• learning why, including why not to - which generally require discussion of cases and examples drawn from experience and dialogue with peers / experts who have credibility.

By clicking on its title, you will have access to a PDF version. "Rules of Thumb for Course Development For Professional Development".