Methods of personal and professional development in the organization

Ph.D. dissertations can be written about the development of people in an organization, but most specialists agree that the verifying feature of an organization as a learning organization is a certain management style that harmonizes with the organization's culture, which not only enables, but to a large extent initiates all development behavior. The expected results are to be expected only on the condition that actions are undertaken that go a little beyond skill development or knowledge expansion - attitudinal formation should also be kept in mind.

We learn in order to change, to develop. Many methods are known that lead to:

• increase the competence of employees,
• expanding their knowledge,
• triggering a proactive and committed attitude.

Here are the pros and cons of the most popular ones:

	PLUSES	MINUSES
Internal training:	topics ideally suited to the company's problems smooth flow of information within the company lower costs	subjective view burdened by relationships within the organization danger of duplication of mistakes and patterns.
External training:	very high substantive and organizational level (assumption) highly qualified presenters (assumption) new knowledge from outside the organization,	fraught with risk due to cost, many companies only train key employees.
Internal coaching:	The coach is theoretically always available Coach knows the company's organization in detail	has the risk of lacking objectivity is sometimes disrupted by personal relationships.
External coaching:	very large increase in knowledge in the workplace outside perspective fresh ideas	very high cost fraught with risk