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Governance

Alongside with the instruments for strategic planning, we propose through the instruments provided to undertake a better overview of the governance issues within the organization. These exercises aim at following a policy for ethics within the organization and having a clear overview of the tasks, responsibilities and skills of the governance body, so that this can be as effective as possible to serve the interests of the organisation. The instruments are mainly addressed for the people working for the governance structures, but can also be feed backed by all members/ staff/ volunteers.

Instruments for organizational development

Financial aspects

The instruments proposed for these aspects aim to include in the organisation simple and effective practices for financial planning and also to enhance the fundraising planning of the organisation and people working inside. The instruments are mainly addressed for the people working for financial aspects (the person who has the financial responsibility within the organisation), but they can also be useful for all members/ staff/ volunteers and governance body representatives, especially from the fundraising point of view (which can be undertaken by anyone from the organisation).

Instruments for organizational development

Knowledge management

The instruments for knowledge management aim to propose simple formats in which to collect coherently data from the activity of the organization as well as to have an annual report template with minimal and important information that can help organisations to become more accountable. The instruments are mainly addressed for the project managers/ responsible for each project/ program/ activity, but they can also be used by all members/ staff/ volunteers (especially when there are many people involved in certain programs).

Instruments for organizational development

Monitoring and evaluation

The instruments from this section aim to propose formats in which organisations can gather constant information on the development of projects/ programs but also to evaluate their impact and proposed results. The main purpose for all the instruments in this section is to enhance learning based approaches within the organisation. The instruments are mainly addressed for the general managers/ coordinators/ executives of the organisation, but they can also be used by all members/ staff/ volunteers in order to create this learning culture.

Instruments for organizational development

Organisational structure

The instruments proposed in this section aim to approach organisational structure from a critical and creative perspective, looking at it from different angles, so that people can find or (re)confirm the most suitable and functional structure for the organisation. The instruments are mainly addressed for the governance body and executives of the organisation, but they can also be used by all members/ staff/ volunteers in order to open a dialogue on the topic.

Instruments for organizational development

Leadership

For this section we propose some instruments that can create a better understanding of the distinction among manager and leader and how leadership skills can be better enhanced for people inside and outside of the organisation. The instruments are addressed for everybody in the organisation that want to further develop leadership skills but also for the executive team.

Instruments for organizational development

Human Resources Management

For this section we propose simple to use instruments aimed to increase effectiveness of organisation recruitment, induction, assistance and recognition practices. We have also included a gender checklist in order for organisation to evaluate their level of gender inclusiveness. The instruments are mainly addressed for people from the team that have a responsibility associated to human resources, but they can also be used by all members/ staff/ volunteers, especially for their professional and personal development plans.

Instruments for organizational development

Beneficiary involvement (young people with fewer opportunities)

The instruments proposed for beneficiary involvement aim to help organizations identify needs in the community and of the young people they work with and to create practices through which young people can get more involved in the daily work of the organisation rather than just benefiting from different activities. The instruments are addressed for everybody in the organisation working directly with young people (youth workers, social workers etc.) but also for any other member/ staff/ volunteer.

Instruments for organizational development

Advocacy

At first glance, advocacy may not be for anyone and some organisation will simply dismiss the idea involving with this practice. We want to underline the importance of this practice and the fact that we actually do advocacy in all our actions, simply because we represent the interests of the young people we work with, no matter at local, regional, national or international level. We propose these instruments so that organisations have a starting point in creating and planning an advocacy intervention and checking the skills they need and can get for this intervention. The instruments are mainly addressed for people from the team that have a direct responsibility towards representing the interests of young people, but they can also be used by all members/ staff/ volunteers, in different projects/ programs that imply influencing polices.

Instruments for organizational development

External communication

With the instruments in this section we aim to provide inspiration for organisation in better addressing communication issues. We propose some simple templates for planning and assessing the manner in which organisations interact with stakeholders. Through enhancing their communication, organisations can also raise the level of their transparency and become more accountable. The instruments are mainly addressed for people from the team that have a responsibility associated to communication/ PR, but they can also be used by all members/ staff/ volunteers for certain projects/ programs.

Instruments for organizational development

Strategic planning

Strategic planning is an organisational activity undertaken to set priorities, focus energy and resources, strengthen processes, ensure that members/ staff/ volunteers and other stakeholders are working toward common goals, establish agreement around intended outcomes/results, and assess and adjust the organisation’s direction in response to a changing environment.

We propose the following instruments in order to facilitate a simple and structured process for organizations to assess and reflect on their vision and mission and to plan future changes related to their development. The instruments are mainly addressed for people from the team that have a responsibility associated to development (governance body, executive team), but they should be applied with all members/ staff/ volunteers in order to get a common vision for the organisation.

Instruments for organizational development