Interfolk Institute for Civil Society

1. Baltic Sea Symposium, • 11 – 13 September 2019 at Open Air Museum, LT Transfer the learning outcome and further education • Hans Jørgen Vodsgaard Interfolk Institute for Civil Society

2. “Transfer” - a new pedagogical buzzword “Transfer“ is about being able to utilize and transfer what you have learned in a context (on a course) to another context (the daily work of the organization). “We should focus much more on the situation and context in which the learned shall be applied.”Bent Gringer, chief consultant at the Competence Secretariat “When we plan learning and competence development, we must focus on the transfer potential rather than at the contents of courses etc.” Bent Gringer, chief consultant at the Competence Secretariat – New trend for example at: The Agency for Competence Development in the State Sector – see www.kompetenceudvikling.dk/english The Danish Institute for Voluntary Effort (DIVE) – see http://frivillighed.dk/danish-institute-for-voluntary-effort

3. A holistic learning approach Transfer requires a holistic pre-, during- and post- approach to learning, • where it is not only the concrete education situation that is prioritized, • but also the future situation and context in which to apply the learned. From the start of the course planning both by teacher, course leader and organization must be aware • how the learning can be transferred and transformed into the specific tasks of the specific organization

4. The learned must be used The best conditions for creating effective and useful learning: • You should be able to go home and use what you have learned right away. • You get started using your new knowledge as quickly as possible. • You find a way to train and test your new knowledge in your voluntary work afterwards. What you learn should benefit you, your association and not least the users.

5. The learning outcome can be many Hand at heart we all know where we have weaknesses or where we lack • some personal competences • some specific skills or skills to do a better job • some broader visions or perspectives why the work is important • ability to assess own strengths and weaknesses All four abilities (qualifications) can be developed by training, But not least the 3rd ability to motivate and inspire by visions is important, not least in a voluntary NGO context. An initiator, a leader must be able to inspire and motivate because he / she has • a vision - can formulate purpose and direction (directly and indirectly)

6. Possible competence for co-creation In general, the ideal competence set for persons involved in citizen-driven co-creative projects include the following combination of knowledge, skills and behaviours in: Knowledge: • General knowledge of co-creation - basic history, theory and practice. • Strategic knowledge – of different types of contexts and tasks of co-creation • Regulatory compliance - insight in legal and political limits for co-creation activities. Skills: • Process facilitation • Moderation of idea workshop • Situational project management Behaviours (attitude and values): • Attentive and responsive • Risk willingness • Open and dialogue oriented

7. Possible competence for co-creation References • Ulrich, Jens; Nielsen, Kim Martin & Bartram, Jan: Ledelse af samskabelse. In Offentlig Leadership Pipeline 2.0. Download: https://lead.eu/wp-content/uploads/2018/10/Den-Offentlige-Leadership-Pipeline-2.0-Ledelse-af-samskabelse.pdf • Bresser, Babette; Andersen, Sofi e Amalie; Kok, Sanne; Beuschel, Nikolaj; Billekop, Sofi e Marie (2013): Et magasin om samskabelse. Inspiration til velfærdsmagere. Udgivet af Frivilligrådet i forbindelse med Frivilligrådets årsmøde 2013 • Ingerfair – udvikler bæredygtige frivilligmiljøer (2018). Grundkursus i Samskabelse. See https://www.ingerfair.dk/kursusportal/grundkursus-i-samskabelse/ • Poulsen, Lea & Færch, Cæcilie (2017): Embedsmanden som samskaber: Her er fire afgørende kompetencer. Artikel RUC 04.09.17.

8. Workshops - transfer to own situation

9. Thank you for your attention!