4 Jun
2021

Details of free summer camps at LIT and MIC revealed

first_imgLinkedin Mary Immaculate College (MIC) and Limerick Institute of Technology (LIT) have announced details of their FREE ‘EMPOWER’ Summer Camps, which will take place this July and will be open to second-level students in transition year, fifth year and sixth year.The 5 day ‘EMPOWER’ Summer Camp programme in entrepreneurship, creativity, design skills and innovation, is funded by the HEA and is being run collaboratively between MIC and LIT in both their Limerick and Tipperary Campuses :  Limerick: 10th to 14th July and Tipperary: 17th to 21st JulyThe programme has been designed with the aim of developing skills in young people to embrace innovation, enhance and develop creativity, problem solving and critical thinking skills, through a variety of hands-on collaborative scientific thinking and entrepreneurial thinking activities, and projects. There will also be a focus on developing effective leadership and communication skills and providing the students with the opportunity to meet and network with a variety of inspirational leaders and innovators during the 5 days.Sign up for the weekly Limerick Post newsletter Sign Up According to Dr Maeve Liston, Director of Enterprise and Community Engagement, MIC, “The camps will also further compliment the principles of the Junior and Senior Cycles in our second level education system through high quality hands-on interactive informal learning experiences, promoting innovation, communication, personal effectiveness, critical and creative thinking, and working with others all of which are prioritised in the Framework for Junior and Senior Cycle Education.”Gillian Barry, Head of Innovation & Enterprise at LIT stated that, “This is very much a collaborative effort in enhancing the skills needs in the region where LIT and MIC are working with Entrepreneurs and academics together with organisations like Junior Achievement Ireland, Foroige, Coder Dojo, Local Enterprise Offices, and a wide variety of community groups, organisations, schools, business’ and industry. We have collaborated specifically with entrepreneurs and experts in the fields of enterprise & innovation, education, youth development, community development, creativity and leadership on the design and delivery of what is ensured to be a high quality educational programme.” She added that the programme is designed to have a high impact it will be an immersive, social and fun experience for the week with opportunities to create skills and friendships for life. Facebook MIC Lecturer Elected to Board of International Society for Music Education Limerick Post Show | FOLM Project MIC Student Experience Virtual Sessions RELATED ARTICLESMORE FROM AUTHOR NewsEducationDetails of free summer camps at LIT and MIC revealedBy Editor – June 10, 2017 1809 Twitter Email Print TAGSEMPOWER summer campsLITMIC International Women’s Day LIT Interested parties can register via Eventbrite.https://www.eventbrite.com/e/empower-summer-limerick-region-tickets-34948387568Places are limited so book early to avoid disappointment.For further info contact: [email protected] and/or [email protected] Advertisement New Report from MIC Reveals the Reality of Human Trafficking in Ireland WhatsApp MIC Teams Up with GPA on New Scholarship Scheme for Postgraduate Students Previous articleLimerick baritone for Lyric Opera WeimarNext articleLimerick Social Democrats condemn mosque attacks Editor last_img read more

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18 May
2021

New stage in coaching

first_imgRelated posts:No related photos. New stage in coachingOn 1 Nov 2000 in Personnel Today Comments are closed. Dawn Swarbrick, HR manager for Railtrack Southern, on a behavioural programme that is having a significant impact on the businessIn common with many industries, the rail industry had placed technical expertise higher on the agenda than people management skills and there was a clear need to develop the overall management style, culture and individual level of capability. This became particularly apparent in a Railtrack Southern executive attitude survey in 1999, which highlighted the development needs of first-line managers. We decided to initiate and develop a comprehensive management development programme. Interaction was brought in to design and deliver the programme in close partnership with our HR department. It was aimed at 75 frontline managers and broken down into seven modules: Managing change, Customers, Finance, People, Projects, Self, Managing safety. The Managing People module has been very well received and we feel it deserves particular attention for its refreshing and innovative approach.The module was designed to help participants get the best out of people in a variety of one-to-one situations. While there are a great many policies and procedures to support managers in these situations, we wanted to make the main emphasis of the programme behavioural. In my experience, it is only through the understanding and use of appropriate behaviours that the policies can be effectively applied.With an experiential approach to learning, Interaction achieved the behavioural focus by using trained actors, and role-play scenarios that were taken from the working environment. We believe it is this challenging approach that has led to such positive results. We asked everyone involved for feedback on their experience.Facilitator’s view”Using actors was invaluable – it made my job much easier,” says interaction facilitator Lucy Neale. “With no personal histories to worry about or time wasted in ‘getting into character’, it focuses participants solely on the learning. “We had organised for the actors to spend a day in the participants’ working environment prior to the programme and it had clearly paid off.”Their skill in operating on an emotional level and responding with subtlety brought a refreshing sense of clarity and credibility to the training.”The actors were free to challenge participants and ease them out of their comfort zone. “It allowed me to concentrate entirely on observing and giving high-quality feedback. I had a clearer vision and flexibility when it came to initiating time-outs, re-runs and on-the-spot coaching.”Neale praises one of the actors, Neil Bett. “Participants valued his input – the aura of a stranger interacting at such an emotional, human level has a certain mystique and engenders respect,” she says.Actor’s viewAccording to Bett, having facilitators is a great support because they have an objective overview. “Lucy’s role was crucial as she held the balance between the actor and the participant. My role was to operate on a purely emotionally honest level,” he says.”I encouraged participants to be themselves as well as challenging their behaviour. I was direct and personal. “Lucy had a clear understanding of my approach and supported the direct responses I gave to participants. She then provided a context for participants to explore feedback, taking it further to make it relevant to their working situation.”Although Bett is briefed on his character beforehand, it is the way he acts that makes for credibility. He sees feedback as crucial. “As a trained actor, I am comfortable being direct and honest about how I feel. I am also in a special position in that I am an ‘outside’ voice, so I can say things that colleagues might not feel so comfortable in saying. “Speaking from direct experience of an individual added yet more weight and credibility to the feedback. For example, I could comment on a participant’s particular attitude from my direct experience of them during the role-play,” he says.”We could then re-run the scenario, with the participant having an understanding of their behaviour and its effect on others.”Participant’s view”The actors were brilliant,” says participant Mick Hamill. “I’ve done a lot of management training, and role playing with actors is so much more real. “Because the actors reacted naturally to whatever we presented them with, it really made me think. Neil was very honest and no-one got away with being half-hearted. The range of emotional responses Neil covered was very powerful. From aggression to tears, we had to deal with everything.”Having the chance to act out scenarios that I am dealing with at work is so valuable.” Hamill cites the example of a colleague who has been a manager for a number of years. “He received feedback that he needed to focus more on listening. He has since had to do a welfare visit and was thanked afterwards for his understanding attitude.”Hamill thinks the effect on himself is remarkable. “I started as a manager a year ago and at first my attitude was very heavy handed – as I now see it. I went in initially concerned only with getting the job done and I wasn’t aware of the effect this was having on people.”I’ve since had to deal with a number of serious situations affecting people that I manage, and I am so much more able to listen and understand.”Interaction comes up with the goodsWe wanted to make each module of our core management skills programme stand out as special. We trusted that Interaction would come up with some creative ideas – and they did. We were a little concerned initially about using actors in the Managing People module – in terms of how they would be managed and whether sufficient control could be maintained. However, Interaction handled a potentially sensitive situation with great care. Managing People was designed specifically for us – as were all the modules – and it was a particularly valuable module because it focused on real situations within the business. Interaction paid great attention to detail to the extent that the actors spent time in our working environment where they picked up our culture and behaviours perfectly. What stood out above all was the level of realism that using trained actors achieved. At ease with being emotional and direct, they pushed people through their comfort zones but without stepping too far over the line.The Managing People module has significantly enhanced confidence levels, with managers now dealing much more effectively with challenging situations.Interaction worked with a local professional acting company, Barking Productions, for the role play and the Interaction facilitators were Adrian Bennett, Nigel Denning and Lucy Neale.On test – Managing People as one module of the Railtrack Southern Core Management Skills Programme. Designed and delivered by: Interaction Development & Learning, The Old Chapel, Fairview Drive, Redland, Bristol BS6 6PH, Tel: 0117 924 8030, Fax: 0870 168 0556, Web link: www.othergroup.co.uk/interaction Previous Article Next Articlelast_img read more

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