How Ukrainian NGOs Learn: 7 Key Facts from the Study

To answer these questions, Philanthropy in Ukraine, together with the research agency Socioinform, conducted a large-scale study of educational initiatives for non-governmental organizations.

The findings are mixed. On the one hand, the sector shows strong motivation to learn and rates most programs positively. On the other hand, there are significant barriers that prevent organizations from effectively applying the knowledge they acquire.

In this article, we present seven key conclusions from the study that help illuminate the current state of the educational landscape for NGOs in Ukraine and identify directions for its improvement.

Fact 1: An education boom — with questions about quality

The market for educational services for NGOs is experiencing a genuine boom. Over a six-month period (February–July 2025), no fewer than 150 training events were held on a wide range of topics. Most of them (82%) were free for participants, and 85% focused on organizational development.

The most active providers were Curly Management Bureau, Compass Group, the Kyiv School of Public Administration, ISAR Ednannia, the UCU Leadership Institute, and Philanthropy in Ukraine. Geographically, the events were split between online formats (48%) and offline gatherings (39%), most of which took place in Kyiv and western Ukraine (the remaining 13% used a blended format).

However, behind these optimistic figures lies an important concern: the quality of the training receives mixed evaluations. While 56% of participants give a positive rating (“good” or “excellent”), 35% assess the quality as satisfactory or unsatisfactory (the remaining 9% did not provide an answer). This indicates that the market includes both experienced providers with high standards and those that lack sufficient expertise.

NGOs rate courses offered by business schools the highest—80% rated them positively, and 14% satisfactorily. The main barrier is cost, which is why NGO representatives often participate in these programs with donor support. Donor-funded programs receive positive evaluations from 74% of participants, while 20% rate them satisfactory or poor. The key issue here is occasional misalignment with organizational needs.

Fact 2: The knowledge is there, but are there enough resources to apply it?

Nearly all training participants (99%) attempt to apply the knowledge they acquire in practice. However, only half manage to do so in full, while the other half apply it only partially or sporadically.

The main reason is not a lack of willingness or motivation, but a lack of resources. Sixty-two percent of organizations do not have sufficient funding to implement the tools they learned during the training events. Fifty-eight percent note insufficient financing to create additional staff positions or hire new specialists. Fifty-six percent also report a lack of time and human capacity.

Other barriers include resistance to change within teams (23%), difficulty translating theory into practice (22%), and a mismatch between the skills acquired and the organization’s actual needs (21%).

Fact 3: A Comprehensive approach wins

Sixty percent of organizations agree that “training alone is not enough to build capacity.” When asked what strengthens NGO institutional capacity the most, institutional development grants ranked first (73%), with training in the second place.

However, the strongest impact comes from combining different types of support: grants + structured training + networking. Organizations that received such comprehensive support report the most significant improvements in their operations.

Training providers understand this. After 2022, they increasingly began supplementing educational programs with other forms of support:

• Microgrants for organizational development
• Coverage of audit and IT-related expenses
• Psychological support for teams
• Ready-made policy and procedure templates
• Opportunities for networking

Fact 4: Systematic approaches replace chaos — the new normal

The full-scale war has compelled training providers to reconsider their approaches to NGO capacity building. The main shift has been from one-off events toward more systematic work.

Before 2022, one-off training workshops were common, often organized in response to organizational requests or donor requirements. Now, providers are implementing comprehensive strategies that include:

• Needs assessments before designing programs
• Training cycles with topic revisits and learning checks
• Organizational capacity assessments
• Post-training mentorship
• Institutional development grants

Content expectations have also changed. After three years of war, NGOs have completed dozens of basic training workshops, making standard programs less relevant. Organizations now expect maximum customization: work with concrete cases, sensitivity to local context, and alignment with their stage of development.

Fact 5: Fundraising leads, but some topics are missing

Fundraising remains the most demanded training topic — 19 events over six months were dedicated to it. This is not surprising: the end of USAID funding in January 2025 and reduced support from European donors have intensified competition for resources.

Top five topics by organizational demand:

1. Fundraising
2. Operational management
3. Use of AI
4. Organizational development
5. Partnerships

However, the study revealed significant gaps in what is being offered. Organizations report a shortage of training on:

• Monitoring and evaluation
• Legal aspects of operations
• Financial management
• Operational management
• Use of software tools

Another problem is the lack of advanced courses for more experienced organizations. Most training offerings are aimed at beginners or mid-level specialists, while NGO leaders and senior management have only a limited selection of relevant programs.

Fact 6: Format matters — and it’s not always accessible

Organizations and providers agree on one point: offline learning is more effective than online formats. It allows for better focus, supports networking, and provides real-time feedback.

However, the reality is different: 48% of events are held online, 39% offline, and 13% in a hybrid format. It is therefore not surprising that more than half of organizations feel there are too few offline opportunities.

As for duration, 52% of organizations prefer short- and medium-term programs (1–3 days or up to two weeks). Long-term courses (lasting more than a month) appeal primarily to those seeking deeper immersion in a topic and willing to invest substantial time in learning.

Fact 7: Educational programs work — under certain conditions

Despite all the challenges, participation in training programs does improve organizational capacity. Fifty-two percent of organizations experienced significant changes in their work, another 42% reported moderate changes, and only 4% noted no effect.

Specific results organizations highlight include:

• Development and implementation of policies and procedures
• Formalization of roles and processes; faster onboarding
• Improved internal communication
• Clearer prioritization of activities
• Increased motivation
• Development of communication and fundraising strategies
• Transition to electronic document management
• Growth in the volume of funds raised
• Greater overall team confidence

Another factor that increases training effectiveness is the participation of several team members rather than just one. When two or three staff members take part, they find it easier to implement changes and persuade the rest of the team.

Conclusions

The study shows that the Ukrainian nonprofit sector is actively investing in capacity development through learning. Over three years of full-scale war, the market for educational services has grown substantially, with providers becoming more systematic in their approaches and organizations more deliberate in their program choices.

At the same time, challenges remain that limit the effectiveness of training. The biggest issue is not the lack of knowledge, but the lack of resources needed to implement it. Trainings work best when combined with financial support, mentorship, and networking opportunities.