The Scout Academy

www.scoutacademy.blogspot.com
The Scout Academy
Evaluation and report
PARTICIPANTS
WHO
they were and
did they come from?
WHERE
PROGRAMME
The most APPEALING facets
of the event
EVALUATION
GOOD and what was
EXCELLENT?
What was
Contents
The Concept
5
The Venue
7
The Participants
9
Sessions
11
Elearning in Scouting
FLIP Organisation
Finding and Using Funds 2
Governance
Elearning using Moodle
Programme Renewal
Quality in Scouting
Recognition
Spiritual Development
Strategic Planning
Sustainability
Talking Scouting
Youth leadership
12
13
14
15
16
17
19
21
24
27
28
29
30
Evaluation
33
Messages for the Region
42
Participants
45
The Scout Academy
The CONCEPT
In response to resolution (16/2007) expressed by 19th Scout Conference, which recommends that
the European Scout Committee:
o implements a policy for the clarification of the seminars programme: optimisation of the
number of seminars and the financial costs
o gives the possibility to open planning teams for keynote speakers/experts from outside of
Guiding and Scouting.
o programmes a limited number of Regional seminars focused on new challenges or projects
to be developed within the NSOs
o undertakes in their initiatives, the putting in place of sub-regional or bilateral events
responding to the needs and priorities of the NSOs, thus positioning the Regions as
support and service structures.
the European Scout Academy was intended as a new and innovative approach to deliver the
support to National Scout Organisations.
Its flexibility and broad range of topics addressed contributed to the Academy replacing an entire
series of events, thus reducing significantly the financial and human resources pressure from both
associations and the Region.
The Academy is a unique event, mainly because its main distinctive features:
1. A one-stop shop, providing a broad array of answers on various topics
2. A flexible concept, allowing the choice of a personalized learning path
3. A focused approach, offering concise solutions
4. Concentrate on and promote transversal issues and approach
5. A family-friendly event
1. A one-stop shop, providing a broad array of answers on various topics
With 14 different topics, 23 sessions and 54 programme blocks, this edition of the
Academy did provide answers to a broad range of topics. The offer ranged from adult
resources (training and management issues), development and growth (statistics,
management and sharing), external representation (advocacy and young
spokepersons), finance (fundraising), youth programme (spiritual development,
programme renewal, youth leadership)
2. A flexible concept, allowing the choice of a personalized learning path
The programme of the Academy has permitted (and encouraged) the participants to
set out their own, personalized, timetable. While some of the leaders have followed
sessions in a single area of work, most of the others have experienced several, and
sometimes very different, topics. This shows that the interests and expectations of
the participants vary significantly and that this modular approach of the Academy
offers a satisfactory answer.
3. A focused approach – concise solutions
Most of the modules at the Academy have been organized as concentrated sessions,
dealing with specific and practical challenges that NSOs are facing. Some modules
repeated throughout the Academy (Talking Scouting, Making Numbers Count, Action
for Growth, Learning Organisation,…) but led to different results every time due to
the diversity of participants whereas other have been repeated topics but dealing
with different aspects (Finding and Using Funds, Policy Change,…)
4. Concentrate and promote on transversal issues and approach
Though this edition of the Academy had a number of quite specialised modules in the
programme, most of the content was delivered taking into account the
interconnections between the various work areas.
Among the very popular topics with a very clear “transversal” approach (in this case,
between youth programme and adult resources) were: E-learning modules design,
Youth Leadership and Spiritual Development.
Some other sessions looked at the connection and interactions between educational
methods and membership development (Action for Growth), management and
organizational development (Learning Organisation) or data management and
strategic planning (Making Numbers Count).
5. A family-friendly event
Choosing Southern Spain as the host for the Academy was the opportunity for people
to take some time off during the event in an attractive location.
The participants which have traveled with their families have appreciated the tourist
offer of Andalusia and the opportunity to enjoy a relaxed break with the dear ones.
The venue
The Centro Eurolatinoamericano de Juventud in Mollina is one of
the best venues for an Academy. With over 400 beds in double
rooms, 20 fully equipped working rooms, a cafeteria able to cater
for 200 people , the good location, the mild climate and a
reasonable price, the Centre is among the best of its kind in
Europe.
The participants
104 participants at the Scout Academy, representing 30 Scout associations from 22
countries. There were 42 female and 62 male participants.
There were
Belgium
Sweden
Denmark
Portugal
Spain
Finland
France
Italy
UK
Czech. Rep.
Ireland
Lithuania
Israel
Germany
Malta
Netherlands
Serbia
WSB
Cyprus
Greece
KISC
Montenegro
The Academy was organised by Planning Teams totalizing
36 leaders (8 female and 28 male,
19
11
10
10
8
6
6
5
4
3
3
3
2
2
2
2
2
2
1
1
1
1
representing 18 countries) and visited by 11 guests representing the European Scout Committee,
the World Scout Committee, the European Committee WAGGGS and the World Scout Bureau.
Participants – some statistics
1. Age
The average age of the
Academy participants was
32.1 years.
The youngest participant
was 18 and the oldest 69.
Some average ages for the
biggest delegations:
Belgium:
Denmark:
Finland:
France:
Italy:
Portugal:
Sweden:
27.7 years
28.8 years
28.5 years
38.2 years
37.7 years
34.7 years
35.4 years
2. Roles
The vast majority of the
(85, out of
36 Commissioners)
participants
which
were
representing
the
national
level
in
their
association. Almost a third
of all participants were
working
on
programmerelated
issues
in
their
associations.
There were more than twice
as
volunteers (71)
executives (33).
many
than
3. Modules
The variation between the
estimated (at the time of
application – in green) and
the actual participation (in
orange) at various modules
+/2.45 participants (for most
at the Academy was
of the sessions quite
insignificant).
over 50% of the
participants have changed
However,
at least one of their
“booked” sessions DURING
the event, which shows the
importance of:
1. The correct information
before the event
2. The “on-site” promotion
The sessions in numb3rs
Length of participation
Stationery used
8 video-projectors
24 flipchart rolls
32 markers
180 pens
1700 A4 papers
250 coloured papers
120 thick papers (120 g/m2)
12 post-it blocks
5 pairs of scissors
1 full laser printer cartridge
1 set of ink cartridges
The Scout Academy offered
54 sessions, grouped in 23
modules on 14 different
topics for a total of 173 hours
of training and exchanges.
The average attendance for
the Academy sessions was
10.1 participants.
The participants attended the
Academy for an average of
3.9 days (3 full working
days)
35 Planning
Team members present at
There were
the Academy, with an
Academy “population” by day
2.28 PT members
per module
average of
The Planning Team members
provided sessions for an
average of 6.4 hours/person
during the Academy
The Planning Team attended
the Academy for an average
3.73 days (3 full working
days) – almost identical to
of
the average for participants
E-learning in Scouting
Author of report: Grazina Kacergyte
Participants:
Theodoros Zarkas
Cyprus
Anna Lena Kruse
Marie Ryden Davoust
Anders Lindahl
Kevin Rowan
Mie Ryt-Hansen
Germany
Sweden
Sweden
Ireland
Denmark
Mette Højby
Germansen
Francisco Briones
Ricardo Fernandez
Eero Tuomenoksa
Frederic Bellier
Denmark
Spain
Portugal
Finland
France
Key Issues raised
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What are Adult training needs in the national associations and current
training reality?
How we understand e-learning?
What are potential elements of the training system where eLearning can
be effective?
What are ways how to create e-learning modules?
In which ways traditional training module can be transferred into
eLearning?
What are implications for training in NSAs and potential challenges?
Critical Comments & Recommendations
E-learning can compliment some places of TS (Training system) in NSA, as a
way of the better delivery of the training.
Trainers should be trained to be e-trainers, because E-learning has some
specificity. E-trainers “topic” could be common for the whole NSAs (f.e. Training
for e-trainers).
Analysis of current training situation should be the first step searching where to
use e-learning details.
Participants were from very different fields of experiences: from very
experienced NSA, where E-learning is used already till not experienced. At least
to more experienced it was not so many possibilities to share the ideas and
questions, they had. Maybe in the future it could be separated target groups:
beginners and advanced.
Required/expected follow-up (at Regional or national level)
Training for e-trainers
Platform (or other form), where NSA could share the experience.
Maybe platform, which can be used for NSA.
Related Documents/Materials
e-Learning explained with Lego (ppt)
Trainer Innenausbuildung (ppt)
TST presentation (zip)
Different training systems and e-Learning
Web page with photos of participants and flip charts from the WS
http://www.socmin.lt/index.php?1081069138
FLIP organisation
Author of report: Tadej PUGELJ
Participants:
Ruth Bosman
Tom Sweeney
Lena Ericsson
Lotta Altner
Dominique Dubrouille
Cedric Lorne
Maureen Vander Borghe
Netherlands
KISC
Sweden
Sweden
Belgium
Belgium
Belgium
Gwendoline Possoz
Cedric Dumont
Jo Obbiet
Christian Courties
Benoit Michels
Stephane Le Bihan
Marie Degreve
Belgium
Belgium
Belgium
France
Belgium
France
Belgium
Key Issues raised
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Background of Strategic Priority 6
FLIP concept and content introduction
Develop ideas for change
Good practices in implementing FLIP
Change management
Future steps and recommendations development
Critical Comments & Recommendations
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Interesting content, balanced content
Speed thinking
Group work
Comfortable
Good rhythm
Variety of methods and techniques used during session
Good idea development process
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French speaking language participants
More sharing than presenting (connected with language issue)
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Required/expected follow-up (at Regional or national level)
Participants expressed a wide range of possible support needed:
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List of NSA’s contact data (contact point at web site – entrance
page, having a concrete person behind, not just NSA’s address)
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Having survey on needs of young people (different age group) in
Europe (not necessary be Scout one, because we know that other
organisation and institution do that)
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To engage professional support for implementing changes
(provide or train them)
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Having compendium if good practices on growth and change
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Translation of documents in other languages
Related Documents/Materials
The Strategy for Scouting (document No. 5 for WSC)
The Strategy for Scouting (Tool Kit – Module 1)
The Strategic Planning Kit
Change Management Toolkit (http://www.idea.gov.uk/idk/aio/6056931)
Handouts
Finding & Using Funds 2
Author of report: Julius ADALSTEINSSON
Participants:
Ricardo Perna
Monica Monteiro
Gerben Nouse
Tove Norrman
Lorenza Pranzi
Meri Seistola
Jonas Forsmark
Tom De Pretre
Sebastian Ohlsen
Dusan Masonicic
Marie Degreve
Portugal
Portugal
Netherlands
Sweden
Italy
Finland
Sweden
Belgium
Denmark
Montenegro
Belgium
Santiago Moro
Volker Schultz
Patrik Fornedal
Jakob Konradsen
Nicolo Pranzini
Aino Öhman
Vanden Maarte
Johan Van Hoye
Sabien Blondeel
Katrina Bivald
Spain
Germany
Sweden
Denmark
WSB-ERO
Finland
Belgium
Belgium
Belgium
Sweden
Key Issues raised
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Why do we need external funding?
What do have to do to get external funding
What is a Project
How can we devide a Project into smaller Projects
Where can we look for External funding
What must we do before applying for funding
What must we do after we receive external funding
Can we accept money from “all”
Critical Comments & Recommendations
All participants were “looking” for money, some even hoped that the session
would nearly hand them some money.
Required/expected follow-up (at Regional or national level)
I think a database at Regional level on funds, EU-funds, CoE-funds, Multi
national Corporate funds, and even smaller funds would be a big help for NSO´s
and even local Scout Groups
Related Documents/Materials
The slide show use in the module with additional slides made from what was
written on board during the session.
Governance
Author of report: David BULL
Participants:
Ruth Bosman
Tom Sweeney
Lena Ericsson
Lotta Altner
Dominique Dubrouille
Cedric Lorne
Maureen Vander Borghe
Netherlands
KISC
Sweden
Sweden
Belgium
Belgium
Belgium
Gwendoline Possoz
Cedric Dumont
Jo Obbiet
Christian Courties
Benoit Michels
Stephane Le Bihan
Marie Degreve
Belgium
Belgium
Belgium
France
Belgium
France
Belgium
Objectives
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define governance in the context of the Scout Movement
explore key issues of governance
relate key issues to National Scout Organisations and member
Associations
discuss action in the areas of representation and democracy, the
operations of Associations and membership
Wednesday 22 October 2008
09:30
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Introduction
Definition
Governance Reform in WOSM
Discussion of the issues
10:00
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Key issues 1
Unity
Legitimacy
Accountability and transparency
Integrity and democracy
10:30 Break
1100 Key Issues 2
11:30
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The meaning for NSOs
Current analysis
What of the future?
Plans for changes:
Representation and democracy
Operations
Membership
12:30 Close
E-learning using Moodle
Author of report: Gabriella CIVICO
Participants:
Francisco Briones
Pieter Schiettecatte
Srinath Tirumale
Venugopal
Yasmine Duboisset
Frederic Bellier
Santiago Moro
Spain
Belgium
Shlomi Gazala
Karin Huli
Israel
Israel
WSB
Nicholas Ykman
Belgium
France
France
Spain
Johan van Hoye
Milutin Milosevic
Sara Carlström
Belgium
WSB-ERO
Finland
Key Issues raised
Understanding that e-learning can be done on individual or group level.
Moodle uses a Social Constructivist approach to learning which is the same as
non-formal learning used in Scouting.
Taking care not to confuse distribution of information and learning.
Consideration of + & - of e-learning from point of view of learner and trainer.
Considerations of similarities and differences between non-formal learning and
group and individual e-learning.
Creating and using test Moodle modules as tutors and learners.
Critical Comments & Recommendations
E-learning should be used when it is the best option to deliver the training. It
should compliment and not replace what we already do.
Trainers and learners should be trained and coached in how to get the best from
e-learning.
Motivation and engagement in the learning process must be maximised through
well prepared materials and activities, trained tutors, and management of
learners’ expectations.
Plan e-learning as you would a face to face training remembering the stages of
learning (motivation, socialisation, information exchange, construction of
knowledge & active learning)
Required/expected follow-up (at Regional or national level)
Analysis of the possibility to create a Regional Moodle platform that Scout
Associations could access and use to develop their own e-learning and borrow
from the ideas of others.
To do a training about use of e-learning online and if possible with a group who
could not attend a face to face course. To test how e-learning could work with a
group when e-learning is the only option.
The possibility for accreditation of learning through e-learning should be explored
to be managed at regional level on behalf of Associations.
Related Documents/Materials
Table to show challenges we face in delivering training and the response that elearning can give.
Powerpoint about Moodle for the Scouting context.
Programme Renewal
Author of report: Mary NUGENT
Participants:
Ivo Faria
Konstantinos
Patiniotakis
Portugal
Adrian Farrugia
Malta
Greece
David Grech
Malta
Ondrej Kupka
Czech Rep.
Dominic Byrne
Stevie Oakes
Ireland
Ireland
Joao Armando
Goncalves
Johanna Virkkula
Mary Nugent
Portugal
Finland
Ireland
Key Issues raised
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Why start a renewal? What are things which should instigate a renewal
of youth programme?
What are the structures put in place to manage the renewal responsibilities of and relationships between different teams and people?
What are the particular recommendations and best solutions for this?
What were the main phases of the Renewal Process? How do we ensure
that Scouting’s fundamentals in society and other educational knowledge
integrated in the programme
What are the different steps to be following in the Trial Phase, creating
resources and testing the programme
What training and support is needed for the trial phase and when should
the Adult Resources become involved in the process? What systems are
put in place to follow the trial phase and take the most from it?
What are the different stages of the implementation process? What are
the main obstacles in this phase?
What mechanisms we need to put into place so that the renewal of the
programme is a continuous process and not an exercise done once every
fifteen years of so?
Critical Comments & Recommendations
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Phase 0 is absolutely crucial and is worth investing months in
Start from a basis of fact; read the concrete reality and not perceptions
It is beneficial to have a comprehensive review (all sections).
A connection has to be ensured with the national board
Involve as many people as possible at all times, involve the total
membership as often as possible.
You need the Political will to implement a new programme
Have a strategic view and a clear view of the fundamentals
To have a tool is important (being RAP or any other framework)
Keep the 3 main blocks (Setting goals, Organising age sections, Making
it work) but within each block carry the different tasks in parallel
Experts have been called (some of them scouts); it’s important that
people in general can hear them. It’s important to build the foundation of
the proposal.
A parallel tool for AR should be developed (at European level) when a
renewal process is to be undertaken
Combine the top-down approach with the bottom-up one, be careful of
the language used.
Be aware of cultural differences in scouting and society in general
Pass the “learning organisation” concept to allow change to happen (and
a culture of change to be in place)
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Be aware there are different models and ways of doing it
Look for balance in the pilot groups (rural-urban; active-not so
much...) and be careful on the numbers you can manage
Be clear on what you want from the pilot and in what phase you’re in
(not everything is ready)
A support structure to follow is very important
This has to be planned from the phase 0 also (resources, etc)
because is a huge task
There is a minimum amount of time regardless the size of the
association
Professional resources can be crucial in undertaken the renewal and
money is also important
RAP, because it is about change, should be integrated in a bigger
philosophical approach
Required/expected follow-up (at Regional or National
level)
Findings of the Programme Renewal Round Table to be analysed,
structured and presented on Wiki site for further comment and
contribution by those involved.
Preparation of information gathered, to be structured towards the
development of a ‘resource pack’ to be developed during the 6th Forum
Quality in Scouting
Author of report: Damian O’CONNOR
Participants:
Ruth Bosman
Josef Vyprachticky
Nelson Raimundo
David Hansen
Annesofie Bjerre
Cedric Lorne
Lie Lemaire
Netherlands
Czech Rep.
Portugal
Denmark
Denmark
Belgium
Belgium
Bram Leunis
Cedric Dumont
Jo Obbiet
Christian Courties
Benoit Michels
Stephane Le Bihan
Patrik Hedljung
Belgium
Belgium
Belgium
France
Belgium
France
Sweden
Key Issues raised
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Quality in the outside world
Customer Approach
Focus on Service Delivery
Define Quality ‘ what does it mean inside and outside of scouting
Cycle of Service ‘ Moments of Truth concept
Keeping Quality Simple
How and what to measure quality in scouting
Implementation of a Quality in Scouting approach
Implement without using the word QUALITY
The 30 day challenge
Critical Comments & Recommendations
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Interesting and balanced content – good level
Different training techniques very good -welcomed
Level of knowledge of trainer – presenter very good
Concrete results
Not theory but practicable
Linked sessions very good linkage to sustainability and strategy
Academy was top level – from people who have attended other events
Group work good
Comfortable pace
Good rhythm
Variety of methods and techniques used during session
Good idea development process
Welcomed opportunity to work in own language group work
Required/expected follow-up (at Regional or national level)
Participants did not express actual requests for support but directed to website
to Google Quality Scouting
It would be good to have support material on running workshops on
• improving scouting
• measuring standards
• quality development
• getting people to buy into improvement plans
• support to understand how to use the many models related to quality
• to have support to implement quality initiatives
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Would be good to continue the Academy Blog so that people can share
their results of the challenges
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Develop resource on good practices on quality implementation
Related Documents/Materials
Euro Scout.Doc: Looking at Quality in Scouting
Scouting Ireland: System of Quality Scouting
SGP: Unite Solaris
Participant’s 30-day challenges
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Publish examples of good practice in running scout troops
Lobby the team to get to come to next academy
Remind colleagues who are our customers – start a debate
Set indicators e.g. level of training
Follow trainers through their training
Appoint a commissioner for quality but call him something
different
Spread success stories
Moments of Truth concept to be presented to the National Team
Use the MOT approach to ensure the National Assembly is a
success (meet or exceed expectations)
Introduce quality games- systems for scouts
Get leaders to consider quality at the national level
Share experiences and quality concept with my team
Bring management team together ‘ soon
Recognition
Author of report: Pieter WILLEMS
Participants:
Camilla Lundborg
Charlotte
Nedenschwande
Christian Rostgaard
Karin Ahlback
Yasmine Duboisset
Jose Maria Rodriguez
Gutierez
Sweden
Donatella Biozzi
Italy
Denmark
Dominique Dubruille
Belgium
Denmark
Finland
France
Dalia Navickaite
Dusan Masonicic
Milena Pecarski
Lithuania
Macedonia
Serbia
Spain
Key Issues raised
The training focused on recognition on three different levels. The level of the
individual, the level of the Scouting organisation and the National or even
European level (Formal Accreditation of Prior Learning).
Day 1: six hours - Use of the CH-Q method
For giving insight in the possibilities for Scouting to stimulate recognition on the
individual level, we used parts of the CH-Q method. CH-Q is the Schweizerisches
Qualifikationsprogramm zur Berufslaufbahn (Swiss career qualification program).
The goal of CH-Q: Further individual development of youth and grown-ups in
education and career to stimulate professional flexibility and mobility. CH-Q is a
method to become aware of your own skills and competences (recognise and
valuate them) and to encourage people to work on their own (professional)
development, which is the starting point for Recognition of the individual.
Participants collected evidence about themselves via diploma’s, certificates, …
and peer assessment from colleagues, family members and Scouting friends.
They interrogated themselves via several exercises which made them look back
on their life, identifying moments and actions that stimulated their search on
finding important personal competences acquired in an informal and non-formal
setting. Participants realised that we are mostly not really aware what we are
capable of and even less used to express this or support this insight with other
people via any method of feedback.
Day 2: three hours - Supporting personal development
The main focus of Recognition on the individual level is to enable individuals to
manage their own careers, articulate their own development needs and build up
their own competences. Scouting should respond to this, becoming more flexible
and demand-driven. Formal systems such as qualification structures and
vocational education will then have less of a prescriptive function in terms of
personal development, and serve more as a reference framework and repertoire
within which there is individual choice.
The strength of the CH-Q method is that it puts the individual at the core of its
activities. Individuals develop their own career goals, and these can range from
developing one’s career to certification. Scouting and especially training or
learning opportunities within Scouting needs to respond in a flexible way to the
individual’s expectations in terms of personal and professional development.
Accordingly, the CH-Q method connects national policies (union policy to macro
level) with institutional policies (responsiveness of the organisation, flexible
provision to meso level) and links it with individual needs (demand articulation to
micro level).
Participants discussed their training and development systems in the
associations questioning them in which way they validate prior learning
and learn leaders to express their gained competences. Some
provocative statements started the discussion. Secondly, in comparing
the training systems of different countries and the pathway to follow, the
openness to Scouts from other countries in to your own Scout
association was discussed. The main outcome was the agreement that
we should not look for standards in training course goals but rather on
ways of assessment methods before starting a learning pathway in any
country.
Day 2: three hours - More than certification alone
Certification is not always the final goal, sometimes it is enough to get a
good idea of an individual’s potential. Nevertheless, the communicative
value (can you express your competence?) and the transparency of
results (is it solid proof) is also a concern. The portfolio plus a jointly
employed competence terminology can provide such transparency. The
recognition is very individual based, evaluation (and, as the case may
be, accreditation) can take place in relation to an external standard (a
national or sector-specific qualification structure or a professional
competence profile) or the object may be to develop a personal
competence profile as a standard.
When focusing on the individual, you have to take the whole person.
Most Scouting associations start on the other side of above slide: with
building a competence profile (norming framework) and not looking at
the individual in a holistic way. What did you learn in Scouting, what did
you learn from training, what did you learn outside Scouting, in your
family, etc.
How can we make visible what you learned in every context of your life?
Well, when you have formal diploma’s, you will have validated and
structured proof of competence. The ‘proof’ of most competences
however are not that structured.
Participants got a better view on what’s happening on European level
concerning recognition of non formal learning and volunteering. Jaako
Weuro gave an overview on tools, political issues and ways of influencing
the debate via the national structures. Before you can start the process
of certifying your training system (organizational level) or portfolio (personal
level) you need to be sure to have a quality system of improvement (evaluation
of training delivery and system or personal development plan) and able to
express what you are good in. Depending on the situation you choose then a
partner to start the negotiation (government, labour market or a personal
interview)
For more information, see the document about Recognition in Scouting – 10
steps
Critical Comments & Recommendations
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more time needed to do the workshop as we felt to rush sometimes.
Nice to have the material to make a session more lively and creative.
good to have a balance between active experiences on the personal
level and reflection and discussion methods on the NSO level. Useful
remarks of the participants concerning working methods. Plenum after
group work is not so beneficiary for the participants, as it cost time and
creates not much more reflection for the participant.
the self recognition knowledge is the basis for the organisational and
external recognition. Also to understand the importance of self
recognition, you need a learning by doing experience. Both issues made
it not easy to see this workshop as a hop in, hop out event. Luckily,
most of the participants were involved the whole workshop.
Required/expected follow-up (at Regional or national level)
•
•
Start up of network introducing the competency based approach for
training systems, learning paths and external recognition. Participants
all showed interest to join but of course awaits the approval of NSO
head quarters to have an impact. Erik will take the initiative after
receiving the e-mail addresses of the participants.
Round table on assessment of training/learning outcomes of the NSO to
support transferability of leaders in Europe
Related Documents/Materials
Website created during the workshop: http://recognition.e-scouting.eu/
Spiritual Development
Author of report: Jonathan HOWE
Participants:
Pieter Schiettecatte
Inge Stoop
Femke Vandormael
Marie Degreve
Johan Van Hoye
Nicolas Ykman
Sebastian Olsen
Jakob Konradsen
Henni Axelin
Jacques Gagey
Kostas Patiniotakis
Stevie Oakes
Tom Sweeney
Belgium
Belgium
Belgium
Belgium
Belgium
Belgium
Denmark
Denmark
Finland
France
Greece
Ireland
KISC
Dušan Masonicic
Fernando Fontoura
Mafalde Frade
Ricardo Perna
Antonio Carlos
Patrick Suarez Solan
Juanma Lopez
Ana Fe Rodriguez
Karin Nolke
Tove Norrman
Graeme Hamilton
Steve Moysey
Estevinho Pires
Montenegro
Portugal
Portugal
Portugal
Portugal
Spain
Spain
Spain
Sweden
Sweden
UK
UK
Portugal
Programme
Thursday evening
Introduction and Welcome
Friday
Thinking about Spiritual Development in Europe: theoretical tensions
Market Place
Saturday
Guidelines on Spiritual Development
Sp Dev at 2007 WSJ, Supporting Adults, Developmental Psychology,
Future plans.
Sunday
Sociological Data – data and analyses from EVS/WVS
Evaluation: Team Objectives
Each participant returns home with 3 new
resources that can use or adapt
Each participant should acquire a clear idea of
the spiritual dimension in youth programme
Collect 20 resources (good practices, etc.) for
the website
Each participant establishes 4 bilateral links
Create a spiritual dimension virtual community
Significantly Exceeded
Achieved
Significantly Exceeded
Achieved
To be established after
the academy
Participant Objectives
Participants were given post-it notes and asked to add any personal
objectives:
Is non-religious Spiritual Development possible?
Spirituality vs “organised/formal worship”
Relevance
Which place for pluralism in the 3 good?
Inspiration
Lots of experience exchange
How to help leaders get over their “fear” of
doing spiritual development
Practical ways to combine scouting and spiritual
growth – exercises, games, ceremonies etc
Programme ideas for the senior sections
Good ideas on how to work with S.D. in a
Christian and a pluralist association
Best practices from other countries
Sharing practices in European countries
How to make “spirituality” attractive to Scouts
Share with other cub scout leader about
practices in their country
Know international websites that help to work
on Spiritual Development
Ideas on how to motivate our youth and make
them grow at a spiritual level
Any ideas how to make spirituality interesting
for all age categories, to make it fun, how to
put it in the activities.
Promise and Law revamp
What tools can we use to transmit the
spirituality values in this materialistic world
How we can help members discuss others
faith’s to their own comfortably
Learn what value spiritual dev can have for
scoutmasters
A better idea of spirituality in Scouting!
Scouts and ecumenical approach
Understand and evaluate the spiritual growth of
scouts
Achieved
Partly Achieved
Achieved
Achieved
Achieved
Achieved
Not entirely
Achieved
Achieved
Achieved
Achieved
Achieved
Achieved
Achieved
Achieved
Achieved
Achieved
Not addressed
Achieved
A little
Achieved
Yes!
A little
A little
Narrative Evaluation
A review was carried out on the Friday evening and re-visited on
Saturday evening. Participants were asked which bits had been helpful
or not helpful and of what they would like more.
Helpful
Philosophy & Background +1
BP Historical Background
Knowing different points of view +1
Different experience of how to use “spiritual development”
The theoretical analysis (it helped to understand different points of view)
Sharing experiences
Best practices, knowing how other do, simple examples
Possibilities for pluralism
Developmental psychology
Guidelines
Not helpful
Theories
Philosophies a bit too theoretical for me
People should be straight to the point when presenting their material
Would like more
Time to discuss realities
Practical [more was done on Saturday]
More ideas and materials [more were looked at on Saturday]
Consider differences between education to values and spirituality
Facilitator’s comments
The programme had to be significantly adapted in the week of the
academy as two of the planned facilitators were unable to be present.
The group was attentive, despite a more “seminar” type approach for
many of the sessions (rather than the greater use of experiential modes
of learning).
There was excellent sharing of ideas and practices and this helped both
to meet the primary objectives of team and participants and to vary the
style of delivery.
There was a good group dynamic which should support ongoing
discussion and exchange of ideas.
The Friday morning session focused on identifying the philosophical and
cultural factors behind differences concerning the nature of spiritual
development. As this has to often prevented effective exchange of ideas
the facilitator sought to “map out” the ground of the discussions rather
than to seek to achieve a clear definition. This probably helped
participants to see why and how their own perspective differed from that
of others and enabled them to be more confident and less defensive in
their participation.
Some matters such as Developmental Psychology and training adults
were only briefly touched upon and might be included in future
workshops.
How did it work as part of the Academy
The key indicator here is that while 15 had signed up for the series 29
people participated in at least one session. Thus the approach and work
on Spiritual Development was extended more widely than would have
been the case had it run independently.
Actions
1. Contact participants within the next week.
2. Upload materials onto website:
•
Slides from presentations.
•
Detailed programme ideas from ASDE and Les Scouts.
•
Summary descriptions of other items presented.
3. Establish web based Forum. This to provide discussion threads and
document storage. Probably two sub-forums, one for programme issues
and one for discussion around the nature of spiritual development.
Strategic Planning
Author of report: Tadej PUGELJ
Participants:
Ruth Bosman
Josef Vyprachticky
Nelson Raimundo
David Hansen
Annesofie Bjerre
Cedric Lorne
Lie Lemaire
Netherlands
Czech Rep.
Portugal
Denmark
Denmark
Belgium
Belgium
Bram Leunis
Cedric Dumont
Jo Obbiet
Christian Courties
Benoit Michels
Stephane Le Bihan
Patrik Hedljung
Belgium
Belgium
Belgium
France
France
France
Sweden
Key Issues raised
•
•
•
•
•
•
Strategy in general
Strategic versus operative level
Strategic planning (elements)
Different strategic approaches
Strategic planning – from mission to action plan
Planning – implementation – evaluation (pitfalls)
Critical Comments & Recommendations
++
•
•
•
•
•
•
•
•
Interesting and balanced content – good level
Level of knowledge of trainer – presenter very good
Concrete results – recommendations for improvement
Academy was top level event – from people who have attended
other events
Group work
Good rhythm
Variety of methods and techniques used during session
Welcomed opportunity to work in own language group work
-•
EX cathedra approach in first part of the presentation - no
interaction
Required/expected follow-up (at Regional or national level)
Support form tailor made support team needed
Related Documents/Materials
Strategic planning toolkit, Strategy in Scouting, other resources, ppt and
handouts
Sustainability
Author of report: Kevin CAMILLE RI
Participants:
Ruth Bosman
Josef Vyprachticky
Nelson Raimundo
David Hansen
Annesofie Bjerre
Cedric Lorne
Lie Lemaire
Netherlands
Czech Rep.
Portugal
Denmark
Denmark
Belgium
Belgium
Bram Leunis
Cedric Dumont
Jo Obbiet
Christian Courties
Benoit Michels
Stephane Le Bihan
Tom de Pretre
Belgium
Belgium
Belgium
France
Belgium
France
Belgium
Key Issues raised
The sessions explored the topic of sustainability from a number of aspects,
including how one would try to ‘kill’ a Scout Association, the elements of a
sustainable organisation, a look at the bigger picture of 20th Century / 21st
Century NGOs in general, the aspect of personal sustainability – linked to the
management of adults in scouting, and also the best practices and indicators
that could help an NSO analyse its ‘sustainability’ situation.
Critical Comments & Recommendations
There is a need for a clear and concise toolkit (or other resource) that could help
NSOs evaluate their sustainability level and highlight potential issues. The main
issue is that sustainability is a very vast topic and it also includes startegy and
quality (both topics were covered in the following advanced management
sessions; and in both cases there are a large number of resources available).
The participants have acknowledged that the topic of sustainability could also
include external and regional factors that are impossible to enlist, therefore in
these cases the tool produced would focus more on a method/process to use
rather than the specific solution.
In line wih this recommendation, participants have briefly worked on the concept
of a paper that could lead to such a toolkit or resource. The document is merely
a crude concept that could be developed, should it be deemed necessary.
Required/expected follow-up (at Regional or national level)
While no specific followup is expected from participants, it would be very
interesting for them to receive an email or other communication from the Region
with a followup to the concept that was proposed.
The followup could either be in the form of some resources that already exist
which may be useful to them in the area or Sustainability or else it could take
the form of a future plan/event/document which the Region may choose to take
up on the topic.
Related Documents/Materials
See Sustainability.ppt (slideshow used during the sessions) and
Sustainability.doc (the concept produced by the participants
Talking Scouting
Author of report: Matt ROONEY
Participants:
Meri Seistola
Aino Öhman
Ana Fe Rodriguez
Javier Martinez Ruiz
Immaculada Velasco
Patrizia Di Cataldo
Stephane le Bihan
Sebastian Ohlsen
Anne B. Hansen
Finland
Finland
Spain
Spain
Spain
Italy
France
Denmark
Denmark
Intro to
•
•
•
Jakob Konradsen
David Hansen
Ricardo Perna
Volker Schultz
Gerben Nouse
Sabien Blondeel
Shlomi Gazala
Karin Huli
Kevin Rowan
Denmark
Denmark
Portugal
Germany
Netherlands
Belgium
Israel
Israel
Ireland
i ssue s
What is a brand
What is an example of a Scout Brand
Agree work needs to be done
Wha t is your t he sco uting br an d?
•
Is it this or this (use the line tecnique)
•
Buzz groups to generate words
Who are
•
•
•
yo ur com mu nica tion targe ts?
Who and why
Identify the most effective methods)
Use resource mapping cost (human and money) v returns
Wha t are the me ssage s?
•
Buzz
•
Share examples - link back to what is scouting
•
3 messages and results
Workin g wit h jo ur nalist s
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Simplfying language (e.g. 3 types of scouts: Chief, Leader and Member)
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Choose where to sign the spot light – planning activities - framing
activities
A wor d a bout u sing the web an d social media
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Why its important (- always there)
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Where journalists look
Inter view 1 (in cludi ng t raini ng) + Review 1
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TV/Print/Radio
Inter view 2 + Re view 2
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Vary location, quality of questioning toughness etc
•
TV/Print/Radio
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No change in medium…we encourage people to get better with one skill
set rather than try a new skill
Parti cipa nt s ho mewo rk
•
Check out Scouting entry on local wikipedia and Scout blogs
•
Identify a picture or series of pictures that sums up Scouting brand
• Write 200, 100, 50 and 20 words on what is Scouting
Youth Leadership
Author of report: Daniela NUNES
Participants:
Stevie Oakes
Kevin Rowan
Jolita Leonavicien
Sebastian DamkjærOhlsen
Anne B. Hansen
Jakob Konradsen
Patrick Suarez Solan
Ireland
Ireland
Lithuania
Ana Fe Rodriguez
Pieter Schiettecatte
Simone Sanvito
Spain
Belgium
Italy
Denmar
Emma Saunders
UK
Denmark
Denmark
Spain
Steve Moysey
Monica Monteiro
UK
Portugal
Group 1 – Needs and Expectations:
G rou p 1.1: Need s + Expe ctatio ns of yo ung peo ple
Questions/Concerns:
•
What is youth?
•
Who is young?
•
Are we expecting too much grow young people?
•
Are we making leadership enjoyable?
•
Is it important to be a leader?
•
Rover “burnout” and leave scouting as they are under too much
pressure?
•
Is leadership flexible enough for young people?
•
Rovers can help other units but not weekly?
•
Young leaders have group loyalty?
•
A strong rover unit can do a lot for the rest of units/society.
•
Do leaders organise their tasks/ time efficiently?
•
Gradual introduction to leadership for rovers.
•
How to get rovers to do something?
•
It’s good for rovers to serve their scout group in occasions but
they have to enjoy their last years and keep learning and
growing?
•
Few leaders too much responsibility, new leaders get scared – no
income.
•
Training needs to be flexible to fit around their commitments and
choices at 18 (unit, work, family, etc)?
Answers/Conclusions:
•
A young person is: WOSM – 30 years old; UN – 28 years old;
Danish – 16-24 years old; UK – 6-18 years old (age of becoming a
leader).
•
Sharing of responsibilities in the rover unit and as leaders;
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Fun!
•
Tools to organise + work effectively;
•
Activities;
•
Weekend/international Trips;
•
Provided the options available not just of leader;
•
Expectations:
•
Too much of the “boring” paperwork;
•
Lots of old people who don’t understand;
•
They have to be a leader and don’t have a choice;
GRO UP 1.2: NEEDS + EX P EC TATI ONS O F SC OU T GR OU P
Questions/Concerns:
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People try and give rovers a leader when they don’t need one.
Capable of running themselves.
How to convince local group that rovers should be rovers.
Rover are recruited into leader –hip rotes too early.
To get young people/rovers/leaders get new group when they
move.
A strong rover unit can do a lot for the rest of units/society.
We have to say how important the rover is to all the others.
The group needs leaders so the rover can’t be rovers.
We have to say how important the rover is to all the others.
Should members stay out of the mouvement before becoming
leaders?
Answers/Conclusions:
That is, what should we do with rovers?
•
Rover programmes need to be strengthened;
Integrating: leadership training and access to service in society.
•
Groups need to foresee their leader needs.
•
To extend the rover stage as much as possible.
•
To rear better leaders.
Group 2 – Leadership and Skills:
GRO UP 2.1: LEAD ER PR OFI LE
Questions/Concerns:
•
What kind of person should be a leader of the rovers?
•
What most the rovers rule be? In scouting? In society?
•
Leader – guide or educator?
•
Differences between young leader and educator in scouting?
Answers/Conclusions:
•
Scout leaders need training. After training, they don’t necessarily
have to be leaders.
•
Rover leaders: older, experienced (they see things that rovers
don’t), help to organize their thoughts, observers of their needs,
encouraging and motivating, shows society - scouting is not all.
GRO UP 2.2: R EC RUI TM EN T O F L EA D ERS
Questions/Concerns:
•
How to get young people involved in leadership at national level?
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Should members stay out of the movement before becoming
leaders?
•
How to involve 18.25 years in youth leadership?
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How to find new national leaders?
•
I had good leaders that were recruited outside of the movement.
Answers/Conclusions:
•
Integrate rovers gradually into leadership without affecting their
development in the section.
•
Show them what we are offering: challenge, fun, professional
qualification. Through young spokes people who approach them
(approach techniques). Where? Media and places where young
people gather.
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National leaders approach to local leaders.
GRO UP 2.3: MO TI VATIO N O F L EA DERS
Questions/Concerns:
•
How to help existing leaders to welcome the new youth leaders?
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How to motivate young leaders?
Answers/Conclusions:
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Mentoring;
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Increasing responsibility gradually – becomes shared;
•
Allow mistakes to be made;
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•
•
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Ensure that it is fun;
Can be a learning experience for the older leaders also;
Encourage social events for leadership teams;
Provide a mentoring strategy.
Mentoring Strategy:
•
To gradually increase the knowledge + responsability of the new
leader.
•
Is a two-way learning experience.
•
Start by meeting socially and getting to know each other.
•
Agree on aims.
•
Inspire, trust and recognise the young leaders.
•
Allow mistakes to be made, so the young leader learns from it.
But give examples of when to intervene.
•
Make sure that it is fun by including social activities and having a
relaxed atmosphere.
•
Provide a resource for mentors and new leaders helps existing
leaders welcome + accept new leaders – helps new leaders learn
+ be motivated.
GROUP 2.4: TRANSFER SKILLS
Questions/Concerns:
•
Good material on youth leadership training;
•
Old leaders being nice to you new leaders;
•
Transmission of leader skills from old to young leaders;
•
Balance and slow generational change is needed so experience
can be shared;
Answers/Conclusions:
How to transfer skills between “old” and “new” leaders?
•
Ideal – experienced and “new” leaders work (as a team)
together for a period of
time (1year);
But reality is...
... only one leader for the unit;
Solutions:
meeting with last year’s leader;
reports on every activity;
training programs;
best practices exchange;
Old leaders doing always the same...
...and influencing new leaders;
Solutions:
updating (training programs) change the charge.
Participants’ EVALUATION
1. The Academy works
2. The sun counts for little
3. The WOSM website and the International
Commissioners account for the majority of participants
4. It’s all about networking!
What was the best aspect of the Academy for you?
NETWORKING
Meeting so many people
Meeting and being able to
understand how other countries
within Europe operate Scouting
Exchanging experiences and
learning ""real"" experiences from
other associations
Networking – x 4
Sharing ideas - x 3
To get new great contacts
The persons who attended, "the
fellow students" – x 3
To learn from experiences of others
to use in your NSO & at work
Meeting active scout leaders from
all over Europe
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Meeting people, learning new
things
Best practices, meeting other
NSOs people
A good opportunity to meet new
people and exchange experiences
and ideas with people from other
countries
Many scouts from many countries
Meeting people and working
together to improve the
movement
Engaging with scout colleagues on
topics of similar concern and
interest
To meet and talk to other scouts
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Meet leaders from all Europe
Knowing a lot of interesting
scouts from all over Europe and
their association's realities
To get new great contacts
Learning and networking
To meet scouts = interesting
people = new friends from all over
Europe
International share of cultures
Confrontation with others
Sharing of experience
Meeting other people sharing
knowledge and ideas
The interaction with other NSA
members... enrichment!
The discussions and openness of
new inputs
Best practices workshop
Modules, Networking
Timetable
The contents
The Modules
The sessions
Contents, sharing experiences
Learning about E-learning.
The modules I was most
interested of were very good
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One of the few (if not the only
one) events with a really
diverse target group.
The dynamics of so many
people.
That you could attend different
courses, at your own will
Flexibility
Meeting other Scouts with their
“specialties”
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Getting involved in the "world
of Scouting”
Relaxing atmosphere, good
accommodation
C
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C
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P
T
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H
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What did you miss at this Academy?
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5. The least relevant aspects at the
Academy…weren’t that many!
What was the least relevant aspect of the
Academy for you?
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Best practices workshop
Some presentations were weak in the
content, i.e., finding and using funds
A lack of advanced theory for non-beginners
Little time to tourism, so it can be in any
place.
The walk to the pub was a bit long
New ideas for the work in our association
The pub
The location
Too practical things (in e-learning). I don't
want to learn to fill forms...
The physical aspect which I didn’t take part
in
The sporting games and graduation
ceremony in the evening
The "downtime" mid-week during the
changeover.
Football
One of the sessions I attended (finding and
using funds) was quite useless from my
point of view, it should have been at a bit
higher level than just ""how to make a
budget for a small event at a local level"".
Maybe food.
Exchange experience with other scouts
No social life in the village!!!!!!
That it was in Spain
I expected a bit more on growth and
development, I think I probably gave more
than I received but I'm happy enough to
have done that
Contacts
Southern Spain
Location
Games
Some part of my session was no so relevant
The theme
Can’t think of any – x 18
•
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•
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•
•
•
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The whole week. It was a shame I
couldn't be there for the whole time.
A bar with drinks!!! Where you can meet
other people
More social interaction with other
participants during the day
The scout environment, being more inside
the nature
There wasn't a natural meeting place, I felt
the event was too spread out both in time
and space.
Healthy food
Singing
Other modules. Modules could have been a
little shorter in time
Documentation during the workshops
Some of the modules that were put at the
same time and experiencing Spain
More time
Group moments, a scouts bar.
A small trip around the area
Organization, timetables, documentation
An event for all
It was to ""slow"" I want more action!
Informal meeting spots and opportunities
Nothing that I think of just now
Lack of time to attend other modules
Experienced and qualified trainers!
A central hub for socialising
More best practices, place to meet
A bar: a place where everybody comes
together in the evening and free moments
Much more opportunities to speak with
other in informal places and moment
I missed many interesting modules.
Coming as late as I did (Friday) was not a
good option but unfortunately the only one
for me.
More compact schedule for each module
More Best Practice presentations
More advanced classes maybe
To be during the summer so I would have
been able to attend more modules
Getting more from others about ideas for
growing their associations
Participants of many NSOs
British e-learning knowledge
Place for being and meeting people, in
between the sessions there was no obvious
place to be
A bar in the evening
A place to meet and talk with friends
A bag, a folder, a few sheets with the
Scout Academy logo - isn't it strange not
having those things? We all have a lot of
them, but wouldn't it be nice to have one
home to give you good memories every
time you look at it?
More time for youth leadership, which was
quite interesting for me.
Nothing – x 13
Venue
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•
The place was almost ideal, maybe a bit nearer an airport.
The place could be a bit more in the wild, perhaps a national
scout centre
The venue was good.
Malta
Anywhere in Europe (but not in the middle of nowhere -->
public transport is very important!)
A city in the centre of Europe - a city not so far from the
airport (especially if the Academy is organised on modules)
A little more central (because of cheaper flights).
It could be interesting to choose more in centre of Europe
Place is irrelevant, just that it is somewhere quiet
Close to a "low fare airport"
Portugal
Venue doesn’t matter (x 2)
Same place
More central in Europe, easy access to a major airport
Same place or somewhere sunny
The ideal place for the academy would be somewhere in "the
middle of Europe", so that the trip is not too long but still I
get to experience a new place
A place in central Europe
Something with better transport options, and more centrally
located. I guess if it is somewhere in Central Europe, many
other NSAs would (and would be able to afford to) attend.
Location that offers both good meeting rooms as well as
accommodation for sports, leisure time.
Closer to Finland, also cheaper flight tickets a plus, easier to
get and also get around if having a day of.
Time
•
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•
I'm not working at the moment, otherwise I don't know if I
would take holidays to go...
Autumn is a good time
March/April
February
June
End of September/ beginning of October
Autumn (like this year) or late winter (February, March...)
1 week - full days
The ideal time is really hard to say, in the middle of the
autumn semester proved to be suitable for me.
Both early fall and late spring would be good
Summer holidays timing
Duration
•
•
•
•
•
•
•
•
1 week (x 3)
3 days
3-5 days
5 days/4 nights
Max 5 days (arrival on Wednesday)
A week is a good length for the academy
Weekend
I'd probably stick with the length or consider making it a 5day where people would tend to stay all the time. But the
flexibility and longer duration seem to be a benefit.
6. The ideal Academy is the same,
but in Central Europe
How does the ideal
Academy look for you?
A difficult but of course interesting
question. Perhaps more ""speed"" possibility to attend best practices
on more issues or a first, shorter
introduction to the different
workshops to learn more about
issues not directly link to the work I
do for my Scout organization.
Workshop where the planner of the
workshop has a clear image of the
background and pre-knowledge of
the participants (for example - do
you work with this in your national
organization?). Clear information on
the level of workshops - for
example, for people with no or little
previous experience, or for people
who works with this in the national
organization.
A program with the same time
frames. So every course have the
same time frame. * Enough
modules (at least 3) to choose as
well in the morning as in the
afternoon. * A program with basics
and advanced courses. There where
a lot of professionals at the
academy who wanted more indepth information. * Good
information about the modules so
you can make a good decision
about the modules you want to
attend. * Good food * Place to
meet other people * Place to get
something to drink and a snack *
Good place to sleep
The timings were good although
they were very long days and the
social element was missing. I
enjoyed the session on youth
leadership as it was interactive and
we had time for discussion. Place
was ok but could have been closer
to public transport links to save
staff doing shuttle runs for us. I
liked the flexibility that you didn't
have to be there for the whole week
and could drop in and out of
sessions.
Content
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Focused on a range of youth issues.
The contents should be more practical and better prepared
from the trainers
Content was satisfactory. I would have liked to seen a half
day set aside for all to go together off campus and do a
scouting activity
Content: for me more in the field of administrative
management (finances, people management, membership
administration, etc...)
A lot of different topics (and with a more thorough content), a
week where you can come and go as you want.
A lot of knowledge you can use in your NSO AND at your
work (if you're a volunteer)
More detailed contains of the modules before the registration
Concentrate all the same modules and not to spread them in
the week
The modules could be a little shorter
The content should cater for all the needs that adult leaders
from different associations ask (this could be done through a
suggestion plan from the associations. after the formal
meetings there should be some informal meetings, around a
campfire, not just at the pub)
Programme more packed with workshops/seminars, not so
much spare time but lot of work even if you only stay a few
days. If a seminar has 3 parts, they should be at the same
day or over 2 days - not spread over the whole week.
Membership growth, best practices.
Advance management competencies, funding, action for
growth
Fully modular with recommended pathways through these
modules
The ideal content, hmm, something new in the Scouting field
Content was already very good with multiple themes and
session at the same time.
I really liked the flexibility in making your own programme
I need qualified trainers, maybe experts from outside WOSM
I both like the flexibility and not.
The European event I enjoyed most
so far is the first one in Denmark
2005. It was as the aim was
networking and you really used the
symbolic framework. In the Scout
Academy the framework felt like an
addon. And it didn't contribute. I
also look forward to participate in
an event that is held outdoors or at
least in a more creative
environment than classrooms. I'm
still in contact with lots of people
from than. So, an event with lots of
social interaction. I think it's a great
idea to make people who work with
different topics in the NSOs meet
instead of making one event for
programme, one for training and so
on...
I liked the Molina academy very
much! And actually the meal times
was perfect, because they gave you
a full day to work in. It is always
difficult to start working/thinking
again after dinner. I liked the fact
that we on the management course
had different facilitators - and
looked at the strategic decision
making from different sides - but
their strengths was that the three of
them was there the whole time –
even though they only facilitated in
one of the days. This gave the
course a ""red line"" and a good
chance to refer to the others angles
of the course (from one perspective
to an other). So I would prefer - if
there were more than one facilitator
- that they all should be present
doing the whole course.
Well, this Academy was quite near the ideal. Most of the modules were interesting and relevant, this was an
excellent opportunity for networking and sharing ideas. I'm very satisfied. It is of course difficult to plan
sessions when people who attend come from so different organizations and have so varying skills (some are
professionals when others do not know anything). In the future it might be good to even more point out
which is the wished ""participant profile"" for each module.
Very similar to what we have had. It is not fair to make critics, but as you ask for it I would say probably a
little more intensity in contents, and more social interaction prepared from the organization. There have been
a few activities, but I would have loved more of them.
The idea of SA was very well designed, time and length was very good as well as the accommodation, but if
it was in a place more central (Europe) it probable had more participations.
I think it should rotate around Europe (budget taken in to account though) venue was ideal, flexible length
was good too- no longer than one week in total.
7. The Planning was good
How do you feel about the
planning of the Academy
(information received and
answers to your questions,
blog, administration, transport
arrangements)?
9. The topics were relevant
Did the sessions/topics prepared
answer the current needs and
priorities of your Association?
8. The modules were well delivered
How do you feel about the
delivery of the programme at
the Academy (the sessions
you have attended):
10. The extra session opportunities
were appreciated
How do you feel about the
extra-session programme
(reading room, graduations,
games, informal exchanges
with other participants...).
11. There are still some areas to be explored at the
next Academy…
What areas of work were not present at
the Academy and you believe are
important for many NSOs?
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The finding and using funds, part 1 and 2 was a
bit too general and "light" - would have needed
more hands-on information about funding.
The part of SA I participated in was very
interesting on a personal level but far to
academic and theoretical for our NSO to use
More sharing of best practices
Managing and developing Scout owned outdoor
pursuit centres
Internal communications and modern
organisation as movements (organic cell
structures)
Quality leads to growth
Topics/ area that can shake/irritate/wake our
organisation. Completely new ways to rethink
the concept of our national as well as European
or World Organisation.
Possibly something on scientific research going
on within the movement
Management of (national and local)
commissionner
Meeting the current economic situation
Further information on Youth Programme and
Adult Resources Development (Training within
the NSO)
Managing adults
Developing manuals for youth leaders
Scouting magazines for youth sections (paper or
web-based).
Higher education and practical work of the
thoughts about it
Project management
More documentation about modern scouting
How to deal with government (funding,
regulation issues,...)
Democracy issues
Share the learning plan with another associations
Families in Scouting
Something about youth involvement in the NSO
Nothing, all was covered x 30
12. The food seemed the aspect to be changed…
If you could have changed something at the
Academy, what would that be?
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A better place to gather in between and after sessions
A clean pool! Also, it would have been nice to have a 'common
room' area, so that everyone could have a place to meet when
not in sessions.
Better meals and having a bar!
More time to socialise with other participants and a room set up
for this kind of interaction.
More tournaments, games for everyone, a gathering in the
evening with plays and games
The food and the swimming pool
Shorten the Modules
Have a sort of "bar" or "pub" where you can come and go at any
time, this was not really available at this location
More organised playing/networking
A more CENTRAL European location. This is NOT a critic of this
location - but a little in the "corner of the Region"...
Increase the group moments (networking is important!)
Only the venue
Maybe invite somebody who could give us a real wake up call/ or
maybe someone from the EU that from the outside could tell us
about Scouting and Guiding's role in todays europe? So we have
a role here??
Having a more funny place to be in the evening
Organization, planning of times
To have the opportunity to attend not just one workshop but
others as well
A better place to hang out during spare time. Better food!!!
Add some adventure or outdoor exploration + informal meeting
spot, the location Was not really providing a natural place to
hang around to meet others.
A place for informal meetings
The food... (easy, isn’t it ?)
There wasn't really a natural place to meet, hang out and
network other then outside.
Compliance with the timetable, specially in the last day
More time for the modules. Less time for the extra-session
programme.
More modular.
Time management
A central social area where it is natural to meet and talk to
others still being able to see their faces
The food
The food. I wouldn't have changed anything in the content of the
academy though...
Had I spent more time there, I am sure I'd be more critical, but
like that, I was pretty happy with just about everything.
A comfortable room for meetings and communication at night
with something to drink
A more homey place
It was good as it was planned
Wider range of participants in the action for growth workshop
Other country to discover
Move it somewhere more in the middle!
More sessions
The food
Give more information in the sessions
To have more presentations from NSO's
13. The people and contacts are the main heritages from the Academy
What is the most important thing you're leaving with
from this Academy?
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Increased knowledge of how other scout associations operates
(methods, challenges, development process)
The contacts I got from the academy
They have challenged some of my views
The feeling that, despite all the differences, the majority of the NSO
present are on the right path, like our BP planned it
Larger network throughout Europe
New ideas to debate and try to implement to improve our work
New ideas
Good training tips, More knowledge of the module I attended
Having some fresh ideas about how to deal with certain issues
Good spirits and plenty of new ideas to implement
Info about the lots of money available form Brussels. We just have to
ask....
There are other NSO's with interesting views, answers...
New energy - I'm not back in the national board, attending meeting
and try to see our strategy in other perspective - and hopefully that
will give us better decisions in the end :)
A new plan for my future work in my association
New friends
A confrontation on the problems of external recognition of training
More confidence in the subject
An open mind
The UK presentation of growth
New contacts, new possibilities
It was very interesting
A lot of new skills and contacts.
New ideas and perspectives on what's actually possible
More knowledge on the RAP process and it's objectives
New ideas about quality evaluation
Contacts to other associations, doing the same work as us.
Networking.
A better idea of Spirituality in Scouting.
Hard to name just one
New contacts
Concrete materials about spiritual development
Knowledge about E-learning and other NSOs best practises.
New ideas, experiences and contacts
FRESH NEW IDEAS TO IMPROVE THINGS in my association
Not one issue, a pretty long list of them. Questions, tips, hints,...
Exchange experience, Learning of each other
e-Training new ideas to share, a network of knowledgeable leaders
How much alike and different scouting is in our world
Contacts
Some ideas and contacts to follow through on the growth agenda back
in the UK
The human relationship
Policy change sessions were very informative and inspiring, also many
best practices sessions were very important for example “The
Attractive Scoutgroup” from Denmark.
More knowledge than I had before ;-)
There are a lot good example in Europe on how you can work and
develop Scouting
Friends
A group of excellent people, some friends, incredibly valuable contacts,
memories to fill my winter nights when I am old(er); the example of
how does a good coordination group works.
The Network
As final conclusions…
Any other comment, message to the Planning Teams, European Committee and staff...
It was a really great idea to organise this academy. Anyway
there are always things to improve. Most of the things I already
mentioned to the teachers at the academy. The rest you can read
at the point where I describe my best Academy. You did a good
job. I'll hoop to visit an even better academy next year!
Thank you very much for a great time! Especially
enjoyed the football competition and the style
of a graduation was good as it got people
together in the evenings to celebrate.
Don't forget to schedule the next Academy one
year from now... :)
Good work! I'm starting to feel a bit over qualified to participate
so see my suggestions above as suggestions. I think you're doing a
great job!
Thanks for the perfect organization and service! I was very pleased
with that first experience of a European meeting.
Congratulations!
AS EXPRESSED ON MY MAIL TO RADU AFTER THE EVENT WHEN
SUBMITTING MY BEST PRACTICES. HOW ENJOYABLE AND
WORTH WHILE WAS THE EXPERIENCE!
Overall it was a great experience! Learned a lot, met some great
people, and came back with some ideas to implement in my job!
Thanks!
Good job! Will definitely recommend it to others.
My dear Radu. Indeed v e r y well done!. I was a) very impressed,
and b) convinced.
Just want to thank the professors for their time & effort! I've learned a
lot which I can use in my NSO but also at my job! Work on the group
moments, the games (was already good but can always be better). I
hope next edition there will be also a wide range of workshops!
I really didn't understand how to sign up for a
course - and how long one course was. So even
though I can tell that you have tried to make
the application form simple - I think the
schedule with the courses can be simpler. One of
the think I'm very happy about is that it felt
like you have manage to attract the right
participants :) Like - it was not the usually
people (ICs, etc.), but really people with hands
on project - or in my course - real national
board members who wanted to learn more. That was
really positive and gave my course a lot of
energy!
Thanks for a great time! let's do it again next year!
Thank you!
Thanks to Peter and Erik: they where very prepared, clever and organized and they provided for the
general lack of organization on programs
Great work. Hope I get the chance to do this again sometime
Thank you for a great initiative, do it again!!
Thanks a lot for this Academy. Very interesting and pleasant. To be made again.
Well done for this initiative. It is very needed and I only wish that our Association can send more
leaders to such sessions as we need really need such knowledge for our young leaders.
Congratulations for the good work
Thank you! If it is possible to arrange together with WAGGGS next time I think that would add to the
arrangement. If sessions are for a number off sessions make sure the content are developed in depth.
Or make number of short sessions so you can attend a number of them.
At the beginning it wasn't clear that the sessions were grouped in modules. - Information about
preparation, homework, ... has to arrive a little bit earlier (at least 2 or 3 weeks in advance)
Thank you all, the academy was really well organized and lovely to take part in! Hope to
see you again.
Thanks for a great Academy!
I'm strongly sure that much more people could be join the academy and use this opportunity in the best way... me too... Maybe it could be possible, in
the future, explain in the clearest way the content of the session. It could be helpfully to chose right person for right session, and right person for right
session could mean GREATEST session for everyone.
Thank you, Planning team, thank you, Radu. Very well done. And congrats on having
courage to try out something very new.
PLANNING TEAM: THANK YOU FOR ORGANISATION!
Thanks for having us!
Well done to everyone on a very successful first academy. It is a great idea and should be repeated in future years
Carpe Diem!
The idea of a Scout Academy, in the way that you have planned it, seems very attractive to me and I think
that really help to teach people in our organizations so we can help to develop new policies. I would very
much love to take part in the next ones, and I offer my help to the organization in the way they think that
I can work. Do you think that a nurse would be necessary in the next Academy?
Academy
Participants
Nr.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
36.
37.
38.
39.
40.
41.
42.
43.
44.
45.
46.
Name
Bram Leunis
Pieter Schiettecatte
Sabien Blondeel
Inge Stoop
Sarah Latre
Femke Vandormael
Nicholas Ykman
Johan van Hoye
Marie Degreve
Cedric Dumont
Martin Parrado
Cédric Lorne
Joseph Obbiet
Dominique Dubruille
Gwendoline Possoz
Ruth Bosmans
Maarten Vanden
Berghe
Tom de Pretre
Lie Lemaire
Theodoros Zarkas
Ondrej Kupka
Petr Vanek
Josef Vyprachticky
Mette Højby
Germansen
Sebastian DamkjærOhlsen
Anne B. Hansen
Jakob Konradsen
David Hansen
Annesofie Bjerre
Charlotte
Nedenschwande
Christian Rostgaard
Mie Ryt-Hansen
Joergen Rasmussen
Meri Seistola
Henni Axelin
Eero Tuomenoksa
Karin Ahlback
Sara Carstrom
Aino Öhman
Yasmine Duboisset
Christian Curties
Stephane le Bihan
Jacques Gagey
Frederic Bellier
Benoit Michels
Volker Schultz
Country/Association
Belgium - FOS
Belgium - FOS
Belgium - FOS
Belgium - FOS
Belgium - FOS
Belgium - FOS
Belgium - LS
Belgium - LS
Belgium - LS
Belgium - LS
Belgium - LS
Belgium - SGP
Belgium - SGP
Belgium - SGP
Belgium - SGP
Belgium - SGV
Belgium - SGV
Belgium - SGV
Belgium - SGV
Cyprus - CSA
Czech Rep. - Junak
Czech Rep. - Junak
Czech Rep. - Junak
Denmark - KFUM
Denmark - DDS
Denmark
Denmark
Denmark
Denmark
Denmark
-
DDS
DDS
DDS
DDS
KFUM
Denmark - KFUM
Denmark - KFUM
ESF
Finland - GSF
Finland - GSF
Finland - GSF
Finland - GSF
Finland - GSF
Finland - GSF
France - SGdF
France - SGdF
France - SGdF
France - SGdF
France - SGdF
France - SGdF
Germany - VCP
47.
48.
49.
50.
51.
52.
53.
54.
55.
56.
57.
58.
59.
60.
61.
62.
63.
64.
65.
66.
67.
68.
69.
70.
71.
72.
73.
74.
75.
76.
77.
78.
79.
80.
81.
82.
83.
84.
85.
86.
87.
88.
89.
90.
91.
92.
93.
94.
95.
96.
97.
98.
99.
100.
101.
102.
103.
104.
Anna Lena Kruse
Konstantinos
Patiniotakis
Stevie Oakes
Dominic Byrne
Kevin Rowan
Shlomi Gazala
Karin Huli
Donatella Biozzi
Patrizia Di Cataldo
Jacopo Miceli
Simone Sanvito
Lorenza Prandi
Tom Sweeney
Dalia Navickaite
Paulius Mikelinskas
Jolita Leonavicien
Adrian Farrugia
David Grech
Dusan Masonicic
Marleen Batenburg
Gerben Nouse
Artur Grilo
Joao Moreira
Nelson Raimundo
Ivo Faria
Mafalda Frade
Ricardo Fernandez
Antonio Pires
Ricardo Perna
Fernando Fontoura
Monica Monteiro
Silvester Domonji
Dejan Velickov
Francisco Briones
Patrick Suarez Solan
Ana Fe Rodriguez
Juan Ballesteros
Jose Maria Rodriguez
Javier Martinez Ruiz
Immaculada Imedio
Santiago Moro
Karin Nolke
Marie Ryden Davoust
Camilla Lundborg
Patrik Hedljung
Lena Ericsson
Tove Norrman
Anders Lindahl
Jonas Forsmark
Patrick Fomedal
Katarina Bivald
Lotta Altner
Rosie Shepherd
Graeme Hamilton
Emma Saunders
Steve Moysey
Srinath Tirumale
Venugopal
Nicolo Pranzini
Germany - VCP
Greece - SHP
Ireland - SI
Ireland - SI
Ireland - SI
Israel - IBSGSF
Israel - IBSGSF
Italy - CNGEI
Italy - CNGEI
Italy - CNGEI
Italy - CNGEI
Italy - CNGEI
KISC
Lithuania - LS
Lithuania - LS
Lithuania - LS
Malta - TSAM
Malta - TSAM
Montenegro - SICG
Netherlands - SN
Netherlands - SN
Portugal - AEP
Portugal - AEP
Portugal - AEP
Portugal - CNE
Portugal - CNE
Portugal - CNE
Portugal - CNE
Portugal - CNE
Portugal - CNE
Portugal - CNE
Serbia - SIS
Serbia - SIS
Spain - ASDE
Spain - ASDE
Spain - ASDE
Spain - ASDE
Spain - ASDE
Spain - ASDE
Spain - ASDE
Spain – EC
Sweden - SGSC
Sweden - SGSC
Sweden - SGSC
Sweden - SGSC
Sweden - SGSC
Sweden - SGSC
Sweden - SGSC
Sweden - SGSC
Sweden - SGSC
Sweden - SGSC
Sweden - YMCA
UK - TSA
UK - TSA
UK - TSA
UK - TSA
WSB
WSB-ERO
Planning
teams and
guests
105.
106.
107.
108.
109.
110.
111.
112.
113.
114.
115.
116.
117.
118.
119.
120.
121.
122.
123.
124.
125.
126.
127.
128.
129.
130.
131.
132.
133.
134.
135.
136.
137.
138.
139.
140.
141.
142.
143.
144.
145.
146.
147.
148.
149.
150.
151.
Gabriella Civico
Micha Poszvek
Michael Hauszer
Dimitry van Uytfange
Erik van Beek
Pieter Willems
Vojta Broucek
Morten K. Fabricius
Peter Andersen
Craig Turpie
Henrik Södermann
Joao A. Goncalves
Marios Christou
Paolo Fiora
Zorica Skakun
Eeva-Maria
Kyheröinen
Jussi Lares
Johanna Virkkula
Björn Seelbach
Costas Tsolakidis
Julius Adalsteinsson
Alan Caroll
Damian O’Connor
Mary Nugent
Grazina Kacergyte
Kevin Camilleri
Carla Simoes
Daniela Nunes
Miljena Pecarski
Tadej Pugelj
Fredrik Larsson
Anthony Richardson
Jonathan How
Matt Rooney
Andrew Thorp
Stephen Peck
David Bull
Anne Whiteford
David McKee
Jaakko Weuro
Katrin Tauscher
Milutin Milosevic
Radu Stinghe
Mihajlo Atanackovic
John May
Finna Sigurdardottir
Evgenia Beliakova
Austria - PPö
Austria - PPö
Belgium - SGV
Belgium - SGV
Belgium - SGV
Czech Rep. - Junak
Denmark
Denmark - KFUM
ESC
ESC
ESC
ESC
ESC
ESC
Finland - GSF
Finland - GSF
Finland – GSF
Germany - BdP
Greece - SHP
Iceland - BIS
Ireland - SI
Ireland - SI
Ireland - SI
Lithuania - LS
Malta - TSAM
Portugal - CNE
Portugal - CNE
Serbia - SIS
Slovenia - ZTS
Sweden - SGSC
UK - TSA
UK - TSA
UK - TSA
UK - TSA
UK - TSA
UK - TSA
WSB
WSB-ERO
WSB-ERO
WSB-ERO
WSB-ERO
WSB-ERO
WSB-ERO
WSC
WAGGGS
WAGGGS