academy- session- development & recognition of skills

8/3/2019 Academy- Session- Development & Recognition of Skills

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Development and recognition of

skills learned through Guiding &

Scouting

Claude Frantzen


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SessionOutline:1. General introduction to the skills acquired through Scouting and their importance

for employability

1. Practical example of self-assessment of skills and competences for scout leaders

and other volunteers (by using Valorise-toi tool)

2. Personal development planning through 10 steps for recognition

1. Scout program based on competencies discussion

2. Exploring how to measure impact/non-economic value of volunteering


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SessionOutline:1.General introduction to the skills

acquired through Scouting and their

importance for employability







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Towards Recognition: Internal ValueIn basic economic and social theory human beings wouldonly work if they get see some kind of benefit from thework they do:

Financial/Material gain (to survive and strive) Social gain (better place on the social leader) Individual gain (knowledge, personal satisfaction) Spiritual gain (feel better, place in the after-life)

As guides and scouts we do not get financial gainfrom our volunteering. So social gain, knowledge,satisfaction, etc. must play to keep us going.


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Towards Recognition: Show the GainsThe learning gains of volunteering are often not veryvisible.

We get a lot of satisfaction from of our work asvolunteers without paying attention to the why? andwithout identifying what we have learned and what skillsand competences we earned

For somebody outside the association who needs tovalue volunteering we need to be able to show whatpersonal development takes place duringvolunteering


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Towards Recognition: Mechanisms

We would like to highlight a selection of internalmechanisms which are strong motivators and

learning grounds. Here NSO/MOs can improve theway they market or manage these effect:

1. Social Skills (Integration into something bigger)2. Competencies (Personality and learning effects)

3. Recognize achievement: Feeling of success


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1. Social Skills:Integration into something bigger

Human beings are (generally) a social species, tryingto be part of something bigger than just themselves

and their near relatives

Especially young adults

Links with family and the school network loosens

They often havent started their own family yet A strong wish to establish their own network

Here voluntary organizations (clubs) fill the gap


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1. Social Skills:Integration into something bigger Social contact is usually very strong within

organizations such as guides and scouts, and valued

by employers in most jobs

They provide a strong integration effect into society.

Volunteers in organizations get a recognition feeling:

From achieving a "good course" together with people

that they admire An a social benefit in form of a network

A "good time- feeling valued and belonging tosomething bigger


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1. Social Skills:Integration into something bigger

Guides & Scouts need to make sure that they:

Are perceived as an interesting network opportunity

That there are clear social benefits from joiningscouting increase in social capital

That they create a strong sense of us


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2. Competencies:Personality and Learning Effects More and more people feel a lack of social contact as

neighborhoods and workplaces get colder and more

competitive.

Schools and work training only satisfy parts of thenatural curiosity of human beings and lack social skills

Identification with the cause of a volunteer association

can: fill the lack of social contact (in a less competitive

environment than work)

have a lighting up effect on a personality

encourages discovery of values


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2. Competencies:Personality and Learning EffectsVolunteers can get an indirect learning effect through:

A challenging program that is different from their dailylife and tasks

A learning effect from learning by doing (newthings)

The training offered by an association

This helps them to develop a personality that standsout of the common and satisfies their natural need tounderstand themselves and their surrounding


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2. Competencies:Personality and Learning Effects

Guides & Scouts need to send a clear message interms of:

Values, that help people identify themselvespersonally with the guide & scout cause

Show the learning opportunities, as

Learning by doing

Doing things out of the common

Interesting training schemes

Building strong personalities (leading by example)


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3. Recognize Achievements:Feeling of success As the informal learning is only a positive side effect from the

activities and projects undertaken, the feeling of success and

achievement is a main driver in the informal learning concept.

Voluntary actions are rewarded only by the common feeling of

achievement and success, which needs to be shared equally and be

recognized fully for the volunteer to go and move on to the next

step. This feeling of success is even more important for adolescence or

adults that have little or no feeling of success at their professional

life or school, it will be their main driver toward informal learning.


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3. Recognize Achievements:Feeling of success

Guides & Scouts need to make sure that after hard

work:

The non-financial rewards (especially. learning) fromactivities/achievements are felt by all participants

Progression and achievement is documented andshared

Create culture that celebrates and certifies successand achievement


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External RecognitionNon-formal and informal learning play a major role whenit comes to opportunities for citizens to gain: skills and competences needed in our so called

knowledge society and to contribute to personal development.

Volunteering as a key non-formal and informal learningexperience makes learning opportunities available for all.

How can we make sure that the learning gained in guidingand scouting gets recognized outside of scouting?


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External Recognition: KSC Informal Learning: Proficiency, facility or ability to

effectively apply knowledge to complete tasks, solveproblems and perform a practical activity

Competence: The proven ability to use of knowledge andskill that enables effective and creative performance.

Skills: Proficiency, facility or ability to effectively apply

knowledge to complete tasks, solve problems and performa practical activity

Knowledge, Skills and Competence = KSC


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External Recognition: Social Capital

Social Capital

Compet-

ence

Skills

Informal

Learning

PersonalDevelopm

ent

Guide & Scout:

Activities

Leader Training

Leader Experience

Life-Long Learning

Volunteering Projects

Management of Volunteers


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External Recognition: Social Capital Social Capital: While definitions of social capital vary, the

main aspects are citizenship, neighborliness, trust andshared values, community involvement, volunteering, social

networks and civic participation.On the personal level it describes a persons socialcharacteristics, including social skills, and his/her network,which helps that person obtain business, formal and non-formal benefits from interaction with others.

At the macro level, social capital can affect the economicperformance and the processes of economic growth anddevelopment.


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External Recognition: Portfolio Recognition Portfolio: A tool that allows volunteers

to track the process of informal learning anddocument the gained knowledge, skills and

competencies (KSC). It can be used as a resume ofthe social capital of the volunteer in order to establisha certification of his KSC.


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External Recognition: PortfolioThe portfolio should:

Be easy to use, yet able to track all majorachievements

Include KSC gained within as well as outside of thevolunteers association

Allow the volunteer to better overview his gained KSCand the areas with needs of improvement

Help outsiders to better identify the KSCs of a person Work towards a certification and the official

recognition of the social capital of the volunteer


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External Recognition: PortfolioWays towards the recognition of a competency portfolio

1. See what portfolios already exist from on the officialside and other organizations check for synergies,the more you are the easier it gets recognition

2. Identify the skills and competencies that you want totrack and documents with the portfolio, make a draft

3. Identify and discuss with the stakeholders, review ifneeded(employers, governments, educational sector)

4. Identify who could give it an official recognition(youth ministry, national youth agency, volunteeringagency) and present your portfolio for validation


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External Recognition: Stages Recognition of informal learning: A process in which

different stakeholders (government, educational sector,employers,) give an acknowledgment and approval ofknowledge, skills and competences (KSC) acquiredthrough non-formal and informal learning.

Different stages towards recognition:

Validation of informal learning (by the association)

Accreditation of informal learning (by differentbodies)

Recognition of informal learning (by thegovernment)


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External Recognition: Process

Informal Learning:

Skills

Competence= Social Capital

Portfolio of skills

and competences

Certificate

Personal Development

CVSocial-skills

-competence

Official

Job market

Higher

Education

Internships

Official Recognition


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SessionOutline:1. General introduction to the skills acquired through Scouting and their importancefor employability

1.Practical example of self-assessment

of skills and competences for scout

leaders and other volunteers (by

using Valorise-toi tool)2. Personal development planning through 10 steps for recognition




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for employability



2.Personal development planning

through 10 steps for recognition




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for employability




1.Scout program based on

competencies discussion



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for employability





2.Exploring how to measureimpact/non-economic value of

volunteering

academy- session- development & recognition of skills

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