Europe's got talent
Start date: Jan 1, 2015,
End date: Sep 1, 2015
The concept of Talent Development is increasing in popularity for several last years. Most of big companies have Talent Development Department or hire external company to increase the potential of its employees. Also in educational system there are more and more methods focusing on discovering and developing potential of kids at early ages. Non-formal organisations are often the bridges between education and job market for young people. Therefore the concept of Talent Development should also be known in the field of youth work.
“Europe’s got talent” was a Training Course that aimed at exploring the topic of talent development among youth workers working with youngsters and their talents. Through deep reflection and sharing different experiences participants analysed the concept of talent, the difference between talent and hard work and the key factors of talent development. Then, they explored some of the key factors of talent development such as: passion, engagement, motivation and finally through Appreciative Inquiry Method they designed the plan of talent development for disadvantageous youngsters. They also shared their methods and techniques they use in their country and developed strategy for implementing some ideas of talent development within their organisations.
Project was held in the city of Genoa from the 25th to the 31st of March 2015 and was attended by 26 project coordinators coming from Italy, the Netherlands, Portugal, Hungary, Germany, United Kingdom, Romania, Estonia, Czech Republic, Lithuania and France. First day the topic of talent was slowly introduced throughout getting to know each other’s games and group building activity. Day ended with debate on talent “Nature vs. Nurture”. The group established common understanding on what are we born with and that how important is hard work. Next day, mostly through reflections and sharing experiences, the participants reflected on their own talents, and how did they help them to build their professional career. In this retrospective activity participants put on timeline what they were good at (what where their talents) in different phases of life (kindergarten, primary school, high school, studies, now). After they shared with others which talents they still use which not, and why. After that participants were divided into small group and discussed deeper the process of their talent development. They compared and looked into similarities and differences of talent development. They were also asked to look for common key elements in TD (stakeholders, circumstances, life events) that influenced the development/ non-development of the talent. During last activity participants explored the importance of passion in talent development. Next day was devoted to practical ideas how to help youngsters to develop their talents. Throughout the discussion and reflection of the game ‘the ladder of participation’, the participants were looking into best modes of engaging their own target groups, their communities. During session about emotions and motivation participants learned the connection between motivation and emotions. Then during Role-Play participants analysed the emotional path of motivation throughout different cases of disadvantageous youngsters struggling to develop their talents. During last session participants were presented to Appreciative Inquiry Method and then in small groups they were given a case study of a troubled young person, that they needed to analyse and put in the perspective of AI. During activity of sharing best practices, some of organisations presented their techniques and methods of talent development they use in their organisations. After that there was Discussion Panel open for local community where Erasmus+ was presented as a tool for youth work and some of the talent development practices were shared as inspiration with local community. Last day was devoted to finding conclusions and creating a definition of talent development as well as designing the strategy of talent development in the local communities or organisations.
The biggest advantage of the project was the increased awareness of talent development not only among youngsters but also as a tool to improve the structure of organisations. Some inspiration for improvement of the work or for creating new projects focusing on talents and passions as well as a will of personal development such as EVS of some participants were the main benefits. The interest of further exploration of the topic resulted in further cooperation of some organisation with an idea of making another Training Course that would focus on connection between talent development with life-long learning.
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