The Organisational Development (OD) Training was conducted to strengthen the compliance and performance of District Assemblies (DAs) by addressing systemic, organisation-wide challenges. Unlike generic training that focused only on individual officers, this program targeted the overall culture, ethics, and values of the Assemblies.
The workshop brought together leadership teams, including DCEs, Presiding Members, DCDs, sub-committee chairpersons, heads of departments and agencies, civil society, traditional authorities, and representatives from the RCCs. Through face-to-face discussions, participants examined organisational compliance and performance issues, identified their needs, and assessed gaps that hindered effective governance.
The sessions were highly interactive, relying on reflective and reflexive practices. Staff and leaders critically engaged with one another’s experiences, discovered their compliance requirements, and explored strategies to strengthen corporate governance and management systems. The training also boosted morale, improved collaboration, and supported collective problem-solving to manage change more effectively.
By the end of the OD training workshop, participants from the Municipal Assembly:
1.Recognised the DA as a corporate body with governance and management systems, and related their experiences to the standards of a high-performing institution.
2.Identified key compliance indicators (such as DPAT) and acknowledged their importance as organisational responsibilities.
3.Reflected on both individual and group roles, highlighting areas where staff could make greater impact toward achieving organisational goals and improving performance.
4.Developed skills and attitudes that enhanced organisational effectiveness and adaptability.
5.Increased self-awareness and identified personal development needs as part of the wider organisational growth process.
6.Promoted a culture of continuous learning by unlearning outdated practices, learning new approaches, and relearning practical methods for driving organisational transformation.
The training was delivered through participatory and experiential methods, including:
1.Interactive discussions and group reflections
2.Peer-to-peer engagement and problem-solving
3.Needs assessments to uncover compliance and performance gaps
4.Practical exercises to design change initiatives and strengthen transformation efforts
At the end of the meeting, stakeholders were divided into groups to present their action plans for driving organisational development. Each group outlined: what they intended to do differently, the strategies they would use, the outcomes they aimed to achieve, the individuals responsible for specific tasks, and the timelines for implementation.
