This article describes a number of staff development organizations, along with their strategies and experiences. The organization of staff development varies greatly and is dependent on the interaction between the formal requirements of the university teaching qualifications, the institutions themselves and their course culture, the size and organization of the teaching units, and the institutions' management strategies and teaching methods. Based on examples from Denmark, Sweden and Belgium, the advantages and disadvantages of a number of these strategies are analysed in order to provide inspiration for future implementation of the various methods.