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Unit 9: Trainer’s Style

 Business understanding: Knowing how the functions of a business work and relate to each Notes
other; knowing the economic impact of business decisions.

 Organization behaviour understanding: Seeing organizations as dynamic, political,
economic, and social systems that have multiple goals; using that larger perspective as a
framework for understanding and influencing events.

 Organization-development theories and techniques: Knowing the techniques and methods
used in organization development; understanding their appropriate use.

9.1.4 Interpersonal Competencies

 Coaching skill: Helping individuals recognize and understand personal needs, values,
problems, alternatives, and goals.
 Feedback skill: Communicating information, opinions, observations, and conclusions so
that they are understood and can be acted upon.
 Group-process skill: Influencing groups so that tasks, relationships, and individual needs
are addressed.

 Negotiation skill: Securing “win-win” agreements while successfully representing a special
interest in a decision.

 Presentation skill: Presenting information orally so that an intended purpose is achieved.
 Questioning skill: Gathering information from and stimulating insight in individuals and
other groups through the use of interviews, questionnaires, and other probing methods.

 Relationship-building skill: Establishing relationships and networks across a broad range
of people and groups.
 Writing skill: Preparing written material that follows generally accepted rules of style
and form, is appropriate for the audience, and is creative, and accomplishes its intended
purpose.

9.1.5 Intellectual Competencies

 Data-reduction skill: Scanning, synthesizing, and drawing conclusions from data.

 Information-search skill: Gathering information from printed and other recorded sources;
identifying and using information specialists and reference services and aids.
 Visioning skill: Projecting trends and visualizing possible and probable futures and their
implications.

Notes Marquardt & Engel (1993) have suggested another set of competencies for trainers
which also focuses on needs that relate to the more global work place. Marquardt and
Engel state that the competencies that make trainers effective in corporate America do not
necessarily guarantee effectiveness in other cultural settings. These writers have identified
16 competencies (arranged within the areas of attitudes, skills, and knowledge) they believe
will contribute to the success of HRD practitioners in cross-cultural settings:

Contd...

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