"Planning, monitoring and evaluation (PME) remains a challenge for many development organisations in spite of countless PME workshops, experts and manuals. Yet, we believe that effective PME is essential for organisational survival (and therefore for sustainable development) and that this can be nurtured through careful and sensitive PME training and facilitation. We do not propose here a PME manual: our aim in these pages is rather to share some of our real-life experiences as PME facilitators and to offer suggestions to support PME processes, with a focus on civil society organisations. As a group of facilitators who have worked on PME issues in different contexts, we realised that we confronted three common challenges: 1. First, a perception of PME as imposed, ‘technical’ and expensive [...] 2. Second, in terms of PME contents, there is a frequent focus on a particular project, or programme, rather than on the wider organisation, its reason for existence and the broader context in which it operates [...] 3. Third, we see PME support processes that emphasise training workshops which, however well delivered, seldom lead to successful PME application, let alone sustained use. This refl ects the limits of a one-shot method, as opposed to a more process-oriented approach, where PME is about day-to-day activities and attitudes, rather than ‘PME events’. So why this book? While we work in various countries, for different organisations and in different roles, we propose to share experiences that refl ect these common challenges and help to: 1. Embrace a ‘total organisation’ approach to PME, not only rooted in programmes, or projects, but with a wider perspective: that of the ‘total organisation’, with its financial dimension, its environment, its collaborators and competitors, in a context informed by local and national cultures [...] 2. Enhance custom-made PME. We have found that PME support is rarely effective if it is not customised to a particular organisation and its stakeholders [...] 3. Bring PME into daily learning practice so that it becomes part of mental processes within a partner organisation, changing mindsets and attitudes, while refl ecting contexts and capacities." (Pages 3-5)