3. Activity Strategy in Training

The Activity Strategy is a training approach in which participants learn by actively engaging in structured activities rather than passively receiving information. This method emphasizes “learning by doing”, experience sharing, and interactive participation, making training sessions more practical, skill-oriented, and learner-centered.

Key Features of Activity Strategy

1. Learner-Centered – participants are actively involved in the learning process.
2. Practical Orientation – focuses on real-life situations, tasks, and challenges.
3. Experiential Learning – knowledge is constructed through experience, reflection, and feedback.
4. Collaboration – encourages teamwork, discussions, and group problem-solving.
5. Immediate Application – skills learned are directly applicable in work situations.

Methods/Examples of Activity Strategy

• Group Discussions – exchanging ideas on a topic/problem.
• Role Play – enacting real-life situations to understand behaviors and solutions.
• Case Studies – analyzing practical problems and discussing solutions.
• Workshops – hands-on practice on tools, techniques, or technologies.
• Field Visits/Study Tours – exposure to real work environments.
• Brainstorming Sessions – generating multiple ideas collectively.
• Simulations/Games – recreating workplace situations for practice.
• Demonstrations – showing and practicing a skill or method.

Advantages of Activity Strategy

• Enhances participation and motivation.
• Promotes critical thinking, problem-solving, and creativity.
• Provides hands-on experience.
• Builds teamwork and communication skills.
• Facilitates long-term retention of knowledge.

4. Personal Development Strategy

A personal development strategy is a systematic plan of action designed to help an individual improve knowledge, skills, attitudes, and personality for better performance, confidence, and success in personal as well as professional life.

It focuses on self-improvement and achieving both short-term goals (daily habits, skills) and long-term goals (career, leadership, lifestyle, self-actualization).

Key Components of Personal Development Strategy

1. Self-Assessment Identify strengths, weaknesses, opportunities, and threats (SWOT analysis). Example: “I am good at communication but need to improve time management.”
2. Goal Setting SMART Goals → Specific, Measurable, Achievable, Relevant, Time-bound. Example: “Improve public speaking skills by giving 2 presentations in the next 3 months.”
3. Skill Development Hard Skills → Technical knowledge (e.g., crop management, ICT tools, lab skills). Soft Skills → Communication, leadership, teamwork, stress management.
4. Knowledge Enhancement; Continuous learning through training, workshops, seminars, reading, online courses.
5. Behavioral & Attitudinal Development; Cultivating positive thinking, adaptability, empathy, and resilience.
6. Health & Wellness; Physical fitness, mental health, and emotional balance.
7. Networking & Relationship Building; Building connections with mentors, peers, professionals, and community members.
8. Regular Monitoring & Feedback; Reviewing progress, taking feedback, and making necessary changes in strategy.

Methods/Approaches in Personal Development Strategy

• Self-learning (Books, MOOCs, YouTube, Podcasts).
• Mentoring & Coaching (Guidance from experts).
• Workshops & Training Programs.
• Experiential Learning (Learning by doing, field visits).
• Reflection Journals (Daily/weekly self-review).
• Time Management & Productivity Tools.

Benefits

• Enhances confidence & self-esteem.
• Improves career growth and employability.
• Develops better decision-making & leadership skills.
• Ensures work-life balance.
• Helps achieve self-actualization (realizing full potential).

5. Organisational Development (OD) Strategy in Training

Organisational Development (OD) strategy is a planned training and development approach that focuses on improving the overall effectiveness, adaptability, and growth of an organization. Unlike individual-oriented training, OD strategy is holistic, aiming to enhance structures, systems, processes, and culture of the organization along with the competence of its human resources.

Key Features of OD Strategy

1. System-wide focus – It deals with the entire organization rather than individuals alone.
2. Planned and Long-term – Not an ad-hoc activity; involves systematic interventions.
3. Change-oriented – Helps organizations cope with internal and external changes.
4. Participative – Involves participation of management, employees, and stakeholders.
5. Human-centered – Focuses on motivation, teamwork, leadership, and communication.

Objectives of OD Strategy

• To develop a healthy organizational culture.
• To improve communication and collaboration across all levels.
• To increase organizational adaptability to changing environment.
• To align employee development with organizational goals.
• To enhance leadership and decision-making abilities.

Methods of OD Strategy

1. Team Building – Strengthening group dynamics and cooperation.
2. Sensitivity Training (T-group Training) – Enhancing interpersonal awareness and empathy.
3. Survey Feedback – Collecting employee opinions for decision-making.
4. Process Consultation – External experts help analyze organizational problems.
5. Job Enrichment & Job Redesign – Improving roles to increase motivation.
6. Leadership Development Programs – Preparing leaders for higher responsibilities.

Examples in Agricultural Extension

• Farmer Producer Organizations (FPOs) – Training for collective decision-making, leadership, and organizational management.
• Krishi Vigyan Kendras (KVKs) – Organizational development through participatory rural appraisal (PRA) and group mobilization.
• Government Extension Departments – Adopting OD strategies to improve coordination between research, extension, and farmers.