MODULE 6: Appreciating diversity
Using self-evaluation tools Understandably, the 3C model only scratched the surface of your work. To fully comprehend the barriers standing in the way of your de- velopment, we need to apply self-assessment tools. If you are an experienced youth worker, you are probably familiar with the Competence Model for Youth Workers. Why not check your- self against its eight key competences?
these questions by yourself and together with the team:
Challenge
1. How would you describe the nature of your interactions when your team gets together to plan, solve problems, or make decisions? 2. How would you describe the team’s rela- tionships with your partners (such as other teams or units, organisations, suppliers)?
Capacity
Connection
1. Facilitating individual and group learning in an enriching environment
3. What are your team’s greatest strengths? How can you build on these strengths?
2. Designing programmes
4. What two or three things does your team need to improve? What are you personally doing to improve them? What is the team as a unit doing to improve them? What could you and the team do that you are not doing now? 5. How would making the improvements identified under question 4 benefit your team’s planning, problem-solving, deci- sion-making, interactions, or relationships with your partners? You may wish to discuss and reflect on your place and your work in the team in more depth, and/or analyse carefully what need to be changed so that you feel more supported/
Fundamental tensions and ambiguities in- clude: Tension between individual interests and collective interests, between “being oneself” and “serving the community”. Both sides are essential, and yet another indicator that teamwork is ultimately a balancing act. Tension between the need for change, flexibility and innovation and the need to adhere to established structures, princi- ples and guidelines. Tension between the wish to set and reach ideal aims and the knowledge that they will never be fully reached. 29 Striking the balance between challenge, capacity and connection To establish your boundaries, you need to rec- ognise whether certain aspects of your work require too much time or effort. One simple model of effective individual involvement that can be applied to youth workers is based on the three Cs: Challenge, Capacity and Con- nection. “Challenge” is the domain in which a person wishes to take action, “Capacity” de- notes their capabilities, knowledge and skills
for doing so, while “Connection” refers to the person’s ability to relate to and enjoy the sup- port of other individuals, organisations and in- stitutions. There should be a dynamic balance between all three. The challenge should moti- vate people to fight for the cause – it should be major enough to give them a sense of achieve- ment and pride. But it should not be too great a challenge to deter a youth worker, organis- er or facilitator from connecting to the cause, to the core idea, to the project. And because capacity, meanwhile, refers to the skills nec- essary to carry out the actions, the lack of ca- pacity causes frustration and a sense of pow- erlessness. When all three dimensions interact to create equilibrium, participation can thrive. Reflection: Look at the model. Are all components in bal- ance in your work? Do you have enough sup- port from your organisation and partners? What is missing? What skills or knowledge in your domain would you like to improve? Are there any obstacles in your work which make you feel you have not invested enough or per- haps too much? 30
3. Organising and managing resources
4. Collaborating successfully in teams
5. Communicating meaningfully with others
6. Displaying intercultural competence
7. Networking and advocating
8. Developing evaluative practices to assess and implement appropriate change Resource: https://www.salto-youth.net/downloads/4- 17-3460/CompetencemodelForYoutworker_ Online-web.pdf.pdf Reflection: Reflecting on your work in the team Ambiguities and challenges can arise due to lack of clarity of the roles in the team or its pri- orities. A climate of trust and balanced roles in the team are vital for your personal and pro- fessional wellbeing. It is essential to have an open and respectful discussion with your col- leagues about your perception of the team’s interaction, communication and contribution to your goals. You may want to go through
29 Pohl, Michael & Witt, J rgen (2000): Innovative Teamarbeit. 30 cf. Jans and Backer (2001) in: T-Kit Social Inclusion, Council of Europe - European Commission Youth Partnership. 2003, p.19.
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