Coverdale training which is a unique training programme developed by Ralph Coverdale.How this training is relevant in the context of agricultural extension for the capacity building of extension professionals is highlighted.
Credit seminar on
Coverdale Approach for the Capacity Building of
Presented by : Sreeram.V
Ph D Research Scholar
Division of Dairy Extension
National Dairy Research Institute
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
Classification of training methods
Computer based trainings etc..
Case studies,role plays
Skit, In basket exercises
Sensitivity training etc..
Coverdale training is defined as ..
• 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).
• Founder of The Coverdale
associated with the method
of Coverdale Training.
• Also credited with being the
founder of coaching as a
business tool in British
The basic philosophy of Coverdale Training
• Each person is unique and everyone has
something to offer.
• Managers have the freedom to choose
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.
The basic concepts in coverdale training
At the root of this system there are three basic
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
c. The sensitivity element of teaching the
managers to recognize their own strengths and
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
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.
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
For adults, learning occurs best when there is
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.
• 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
• 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
(Source : MANAGE)
• Thus, a series of task cycles are carried out. In
the groups, for any task, first some
preparation (P) takes place followed by
• 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
( source: Jaya and Reddy, 2010)
• 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
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).
• EEI, Nilokheri, Haryana
• SAMETI, Jharkhand
Monitoring & Evaluation
Project Management & PRA Techniques
Management of Training Programme
• 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 preparationaction-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