ABSTRACT
For change management, training has two aims: first is to equip people with the skills and attitudes necessary to handle both specific and generic change, and second is to ensure opportunities for organisational and individual development in a different world. In these circumstances, there are some training and development theories, techniques and practices which will be more appropriate than others. Gestalt Theory suggests that learning is a process of creating insight and of changing outlooks. Freire saw this process in social terms, regarding cultural change as a priority and as a means of achieving a sweeping social change. The chapter discusses contribution of training and development to change management, and creating the learning environment. In the change process this gives a strategic, active role to the trainer as a learning facilitator, a provider of training, a consultant and a change agent. Coaching is a way of building a degree of independence, if not complete self-sufficiency, into team operations.
