Participants suggested ways in which competencies could be
developed. The aim was to answer the question "I think we could best develop
our competency if …"
-
Paradigms were built on recognition of prior learning and
experiential learning to produce entrepreneurial experience.
-
We had the means to develop different kinds of expertise
but all would be viewed as equally valuable.
-
We provided people with professional development
opportunities, not gate-keeping
-
There was a mechanism for training that addresses emerging
skill requirements. We are also adults who are still learning.
-
A philosophy needs to come through in Workplace Education.
-
We had regular update of activity among ourselves; avoid
reinventing the wheel.
-
We could develop competency lists and have them validated
by those working in the Field. List what is not good practice too.
-
The competencies were organized, acceptable, accessible,
and available.
-
Someone takes charge at the national level or takes a
national approach.
-
We leave the instructor/teaching roles at the provincial or
regional level.
-
We establish a process for revision and maintenance.
-
There are continuing opportunities to take new projects,
new works, work with others in non-related fields.
-
Broaden and develop our networks (personal, electronic).
-
Develop a common set of good practices that cut across all
roles, then offer training to develop them.
-
Come back to another think-tank wearing hats specific to
our real-life roles (labour, funder, instructor).
-
Gather profiles of who we are (age, location, current
projects).
-
It didn't cost big bucks; if there were no financial
disincentives.