ABSTRACT
Facilitators and trainers are usually employed by, or brought into, organizations so that they can use their skills to stimulate learning that is in line with organizational goals and targets. Organizational learning is, at its core, a business survival strategy that is funded in order to remain commercially viable in competitive markets or to demonstrate successful delivery of a specific remit in public service or not-for-profit organizations. Little reference has been made to changing organizational behavior or to using the techniques outlined in a change management process. Once the organizational target was identified, the day was developed. Each team was charged with developing as many ideas as possible which would make a positive contribution to the organizational target. The facilitation of personal and organizational pattern making and pattern breaking needs to be part of a larger learning commitment. Psychometric and profiling tools offer one window into how individuals think, learn, contribute to teams, deliver their professional responsibilities, apply their intelligence.
