I have been working for the last few years as the Learning Expert on a very interesting partnership project called the Learning and Knowledge Development Facility (LKDF). This project focuses on "promoting green industrial skills among young people in developing countries". The focus is on developing Public Private Development Partnerships (PPDPs) in selected Vocational Training Centres (VTC) in a number of countries, and promoting multi-level learning within and among them in innovative ways, as well as capturing this learning and reintroducing it back into the different projects and into new PPDPs.
In addition to developing the learning elements and designing and facilitating the peer-learning components, I have had the great pleasure this year to write a number of "How-To" Guides - four in all. They have taken two different approaches to development, described below. But there is something critically important that must come first...
The first question to answer when writing a How-To Guide is "Who will use this?" Who is the audience? If you are crystal clear about that, then it makes it much easier to write with those people firmly in mind. Our audience for these Guides was project managers who are developing and implementing PPDPs and those who might be interested to do so in the future.
Approach 1: Interview-based
The first How-To Guide was based on a co-generated set of "Learning Opportunities". This set of questions, combined into one document, was effectively what the different partners wanted to learn from their participation in the different PPDPs and the LKDF. In our Learning Opportunities document each partner has its own set of questions under each agreed heading - one for the UN partner, the donor, the private sector partner, and the VTC. This took a question format and formed the basis of ongoing query throughout the project. We use these questions in our face-to-face learning workshops (self-reflection and group reflection) as well as for the interviews that provided the input to this particular "How-To" document, which was titled, How-To Guide: Developing and Implementing a Vocational Training PPDP.
The Learning Opportunities - that is, what we wanted to learn - included 5 main headings, paraphrased here: How is the PPDP different than a more traditional project of a similar kind; What steps make up an effective PPDP project development process, and an effective implementation process; What is the value added of the learning platform; and how can policy-makers be most effectively engaged and policy change supported.
Each Learning Opportunity had a number of assumptions that we were making, and then related sub-questions identified per partner (exploring their experience, their role, their learning both internally in their organizations and as a part of a multi-stakeholder partnership, what was working and what could be different and better in the future).
This document was used to create a one-page interview questionnaire tailored to each of the Partners. The interview was timed to take 30-45 minutes (it tended to take 45-60 minutes) and was administered by telephone or Skype. After the interview the notes were recorded under each question to create a set of response forms that ranged from 4-6 pages in length. For our How-To Guide we undertook 13 interviews (some had 2 people on the call).
Then the exercise was to take the inputs from the interviews and write the How-To Guide. For this I used the following process:
- Divided the questionnaires by Partner (UN, Business, Donor, and VTC)
- I did a first read through of those in each sector to get a general overview of the key messages, and to see what themes were repeatedly arising among them members of the same sector.
- As I used the 5 Learning Opportunities roughly as the chapter titles for the How-To Guide, I went a second time through all the interviews (still clustered by sector) in more detail, picking out key words that were repeated under each Learning Opportunity 1-5, and I wrote those key words in the margins of the questionnaires (so I could see them at a glance). I was especially looking for success areas/things working well and why, challenges being experience and actions that partners had taken to mitigate the challenges (or try to), and learning and advice for the future.
- I then put aside the Interview questionnaires and created the overall Table of Contents for the How-To Guide, and blocked out sections with titles and placeholders to write into. Creating a Table of Contents is a great way to see if there is overall flow to the Guide. The Chapter headings I chose (and changed a few times) became: What Makes the PPDP Approach to Vocational Training Successful; How to Develop the PPDP Concept and Project Document; How to Implement a Vocational Training PPDP Project; How to Form a Dialogue with Policy Makers During Vocational Training PPDPs; and How the LKD Facility Fosters Learning. The Chapter titles were based on the Learning Opportunities, the interview questions and what had emerged from the interviews (some questions produced rich responses, others not so much). I found it very useful to have the framework set up before writing the main body of content.
- I then wrote the Introductory sections of the How-To Guide: About the project; About the Guide, Useful definitions (what is a PPDP?), Who is involved, etc.
- Next I went back to the Interview Questionnaires. I wrote bullet points into my Guide framework under the right headings, amalgamating and summarising the text from Questionnaires. I used the key word reminders that I had written in the margins that repeated, drafting them into more generic lessons. If it was a sector specific comment or a general comment, then I noted that.
- I organized these bullet points into sub-sections that were emerging based on content from the questionnaires such as: Reported benefits; General considerations; What to watch out for; Steps to take; 10 things that have worked so far. I also included some observations and tips by and for specific partners (e.g. The Business Perspective or The Donor Perspective). Each chapter was organized differently depending on the kind of inputs Partners gave in their interviews, but always with the Guide user/reader, and the questions they might have, in mind.
- The rest of the exercise was writing the bullet points into narrative, making them parallel, reorganizing for flow and logic, and editing for readability.
- This was then sent out for feedback to the Partners who gave suggestions and questions and sent the document back through an editing cycle before finalisation (formatting and printing).
This produced a 27-page How-To Guide: Developing and Implementing a Vocational Training Public Private Development Partnership which had quite a lot of practical detail. To give the high points from this, I created a 7-page Executive Summary from this document (which was almost harder than the longer version!) This whole process as you can imagine, took weeks!
The next three How-To Guides followed a very different process.
Approach 2: Process and project documentation-based
Learning is everywhere in a project like this, and the astute project manager identified some good reusable learning content in the project and process documentation that had been written in the early set-up stages of project development. Experts on M&E and learning (like me) had written a number of longer documents proposing M&E systems, learning processes, management training programmes etc. for the project. These included interesting rationale, research, substantiation of what was proposed and support from good practice, expert opinion, etc. How could the re-usable learning be extracted from these early documents? (Processes which had now been tested for a couple of years!)
It was an interesting exercise for me to sit down with the proposal for the M&E system, the Management Training Programme, etc. and work with the text to identify what was generic and what could be used by other managers undertaking the same or similar processes. Again we needed to be clear on our target, and we enlarged it a little for these three How-To Guides to not only those who would be working in vocational training PPDPs, but would also be useful for those setting up and managing PPDPs in general.
Here are the steps I followed to turn specific project-related documentation into something that others could be interested to use:
- An initial read through of the document provided some obvious sections to cut out - details of our specific context (a little was left in the section About this Guide and the PPDP Approach to give people an idea of where we were starting), excerpts from our Project Document, references to specific partners and their roles, etc. All this could be neatly cut out immediately.
- A second read through provided the opportunity to take things out that we didn't do, hadn't done yet, or didn't work in the way it was planned. In some cases, it was interesting to refer to this and talk about what happened (or didn't) and why. This also provided a good learning back and forth with the project management team and some ideas of what to do in the future.
- At this point a number of things were also identified to add in, links to other knowledge products that had been produced along the way, videos, examples from different country experiences, and samples of agendas for events and questionnaires that had been developed since the original project documentation had been produced. This greatly enriched the learning shared.
- Then an overview was needed - so I wrote the table of contents and framework for the How-To Guide based on what was there now (and this also identified a gap or two, and in some cases where there was too much information - more to cut!)
- The final steps included writing transitional text so the sections were logical and would read smoothly, filling in explanations for an external audience, footnotes for other resources, revising charts and tables so that they were accurate (I needed to remake a number of images so they fit the new context and language of the How-To Guide).
- A final review by the project managers completed this exercise (this approach had more back and forth during the process than the interview approach). Then a final edit, and off for formatting and printing.
This approach took a few days of work per How-To Guide, as the existing content was mainly there and the main work for a learning practitioner was to identify what is most interesting and reusable from the original documentation (which took weeks to write and was an investment already made, additional value added through this How-To Guide development process). The resulting How-To documents were:
How-To Guide: How to Set up a Monitoring and Evaluation System for a Vocational Training PPDP
How-To Guide: How to Develop and Manage Knowledge in Vocational Training PPDPs
How to Guide: How to Set up a PPDP Management Training Programme
I think that both of these two approaches work well together. The first approach above is highly participatory and involves all partners in an iterative learning exercise. It can easily be repeated annually and additional updates to the How-To Guide can be written as learning continues and deepens. New questions could be added and new Guides produced.
The second approach maximises existing investments made in project and process documentation. Rather than keeping these proprietary internal documents and on shelves here and there, it aims to draw out the reusable learning from these to share internally and with outside learners. This exercise also provides a valuable moment for reflection about what was done based on the original plan, why or why not, and might also point out what is yet to be done. With this reflection, the result is a more accurate How-To document produced based on real learning from experience. These How-To Guides also tend to be more specific as the project documentation is more focused on specific parts of the project (e.g. the M&E system, the learning platform, etc.).
And taking the last-mile steps to create the How-To Guide out of the project documentation, rather than just releasing the original project documents, which go out of date and are often long and rather dry, gives the material new life. It does the work of identifying that learning which is most useful to others, rather than letting this work of pulling out the lessons to be done by the reader (and who has time for that!)