Supporting your team’s learning and development
Actively encourage and support your team to challenge themselves and to continue learning. Learning is not just attending formal training programs but includes, for example:
- trying out new activities with the girls
- networking with other Leaders and Managers
- exploring the internet, Facebook and other social media
- attending training outside Guiding
- running outdoor activities
- taking on a new role
- transferring skills and knowledge from working life.
To encourage a culture of learning in your District or Region you might have a regular slot at your meetings where members of your team can share their skills and knowledge. As an alternative or supplement to Region training you could organise an event where each team member runs a session on a skill or approach which might be of interest to others in the team. It’s also important for you to commit to your own ongoing learning so you can be a role-model to your team.
A range of learning topics is available on the GGA website; each includes suggested reading, activities and online resources. WAGGGS has GLOW – an online portal offering learning in leadership – i-Lead and in a range of other areas.
Learning undertaken should be recorded in a Learning Log. Learning can be recorded in any form but should describe the learning and how it is applied. An example of a Learning Log is accessible to Leaders on the Girl Guides Australia website under the Leaders & Volunteers tab.
State and Region Training Plans
In addition to self-directed learning, Leaders are able to access internal and external Learning and Development programs. Each State has a Learning and Development calendar setting out the open courses which are running for Leaders and Managers. Leaders decide which courses they wish to attend and are responsible for following the enrolment process which operates in each State. Many States have online enrolment processes.
The Region Manager is responsible for coordinating the Region plan with the State Learning & Development Manager, or in the more populated States, with the assistance of the Region Learning & Development Adviser. The plan is likely to balance local needs with State requirements and requests from Leaders and Managers. Whatever the content, it is important to include an evaluation of the learning gained and how it is applied. One way of doing this is to have a formal follow-up at a Region/District meeting two or three months down the track to see how Leaders and Managers are using the skills and knowledge they acquired.
Last Modified: 13/07/16 at 2:58 PM