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Training Opportunities at the Chapter Level
A large majority of the members consider training as the main and very often, the only objective of Junior Chamber. People join because they are told that Junior Chamber is a leadership training organization and because of the seminars that are promised to them. However, many chapters have to cancel seminars because of lack of participants.
In general, members rate the quality of the training packages from good to excellent. Our trainers are experienced, and their level of performance can be compared to that of professional trainers. However, only about 50 percent of the members participate in seminars.
One of the reasons may be that the members do not see the benefits of Junior Chamber seminars as these benefits might pertain to their family or business life. Therefore, there is a need to emphasize the relationship between Junior Chamber training opportunities (seminars and learn by doing experiences) and the realization of objectives in business, profession, family, other organizations, etc.
At the officer level, there is often a wrong perception regarding the training needs of the membership. Different inquiries prove that members do not expect merely technical seminars available from different companies in Junior Chamber, but eagerly look for personal development opportunities. These personal development opportunities are available in all chapter activities.
In the cycle of adult learning, formal training is only part of the process. Learning happens through the use of Concrete Experience (the experience and knowledge the person already possesses), Reflective Observation (watching how other people do things or through formal training), Abstract Conceptualization (adapting new concepts to one's own experience and impressions), and Active Experimentation (applying new concepts and experiences). As a result, Concrete Experience increases, and the cycle starts again.
Junior Chamber is very successful in recruiting: chapters recruit and increase their membership 25 percent every year. Retention, however, is a constant problem in all chapters and probably caused by incorrect concepts of adult training. Members leave the chapter because they are not receiving the new experiences they expect, mainly because the adult learning cycle is incomplete or because there is excessive emphasis in one or two aspects of the cycle at the expense of the others.
Training is often considered in the yearly Plan of Action as an element to be included, and not as a way to achieve individual or group goals and keep members active and interested. Training by itself is not enough to develop leadership and experiences. There must be balanced activities that allow members to learn, adapt the learning to their situations, test new concepts, and gain more concrete experience and knowledge.
Training Opportunities at Chapter Level is one of the Chapter Development Series created by members from Junior Chamber Jaycees Brussels, Belgium, and published by Junior Chamber International. It serves as a guide for chapters in organizing training programs and provides some guidelines and concepts that can be useful for all chapters.
We welcome your comments, criticisms, and suggestions so that we may continually improve our services to you. Let us know your chapter's other needs, and our professional staff will be happy to assist you. Please be specific in your requests so we can provide you with pertinent suggestions, publications and service. We are here to help you in whatever way we can.
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Training Opportunities at the Chapter Level
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Introduction
Mission
Vision
Four Steps of Training: Mentoring
Four Steps of Training: Training Cycles
Four Steps of Training: Training Mix
Four Steps of Training: Follow Up Training Modules
Conclusion
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