Movement Strategy/Recommendations/Invest in Skills and Leadership Development/dag

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Direct links to each recommendation: 1. Increase the Sustainability of Our Movement 2. Improve User Experience 3. Provide for Safety and Inclusion 4. Ensure Equity in Decision-making 5. Coordinate Across Stakeholders 6. Invest in Skills and Leadership Development 7. Manage Internal Knowledge 8. Identify Topics for Impact 9. Innovate in Free Knowledge 10. Evaluate, Iterate, and Adapt

Kumi ariziki niŋ baŋsim mini toondaan tali yaligibu puuni.

What

Ninyulakpanjɔ' ŋmaa zaŋ kpa recommendation ŋɔ polo

Tini niŋ ŋɔ n laɣimdi dundoŋa nuuni tuunbaŋsim lɛbigimsim ni andunia zaŋ gɔhigi taba din yan chɛ ka malibigu dundɔŋ ni tooi bohim tab' sani, n kpaŋsi baŋsim shɛli bɛni pun mali, n nabigi dundɔŋ ni baŋsim nti pohim zuɣu ni din ka pohim zuɣu tuma.

We will also invest in individuals to develop the abilities needed to effect change in the Movement towards the strategic direction. We envision a Movement built by committed, well-trained, socially- and technically-skilled individuals from different backgrounds that reflect the diversity of global communities. Investing in skills and leadership development will allow us to intentionally make our Movement more distributed and sustainable.

Changes and Actions

• Create a systematic, global approach to skill development for local communities, their people, and their organizations. This requires us to:
  • Establish a methodology that maps assets and needs and generates aggregated data for deploying skills development initiatives based on real needs.
  • Establish a service that facilitates connecting/matching peers across the Movement for teaching and learning skills (e.g. peer-learning, networking, and pooling of information from partners and allies).
  • Encourage a diversity of methods, including training, mentoring, consulting, online learning, peer-to-peer support, and events.
  • Create incentives for skill development (online and offline) through the recognition of skills (e.g. through open badges).

• Create a systematic, globally-coordinated leadership development plan. This requires us to:
  • Establish a process to understand and model leadership according to skills necessary in each context.
  • Deploy tools or processes based on existing volunteer engagement that support communities in identifying potential leaders.
  • Invite potential leaders from other social movements to diversify and enrich the Movement through sharing experiences.
  • Provide training options (e.g. online, in-person) at local and regional levels to allow individuals to acquire leadership skills relevant to their communities.
  • Create an outline of the roles and skills that contextually encourages self-governance and ensures subsidiarity to empower communities.

• Invest in new or existing technological infrastructure which facilitates learning of skills through functional, collaborative, real-time tools and quality content. This requires:
  • A user-friendly, searchable, multilingual, multi-format, curated platform to host learning resources (e.g. tutorials, videos, online training, etc.).
  • Learning resources (e.g. “learning packs”) directed to individuals and organizations joining the Movement to encourage self-directed knowledge acquisition and development of skills within our practices and roles.
  • Learning packs required to understand issues that relate to scalability, sustainability and other areas considered in the Wikimedia Movement Strategy recommendations.

Procedures to evaluate the quality of learning content and to facilitate the transfer of knowledge at global and local levels.

Rationale

Well-organized and well-established projects and groups have greater access to resources than others in our Movement. Linguistic, technological, cultural, economic, social, and other barriers prevent many stakeholders from accessing equitable opportunities and resources. Training topics in the past were not always selected based on community needs, and many proven methods and good practices for building capacity were not employed in our Movement. Much of the knowledge that exists in the people and organizations in our Movement is not tapped into for the benefit of peers elsewhere, while mentoring, coaching, online learning, and taking advantage of external expertise remain under-utilized.

Developing skills is also a matter of internal knowledge management. The platform MetaWiki has to date not been effective in allowing everyone access to high-quality learning materials and for connecting peers across the Movement for mutual learning and support. Newcomers face a steep learning curve and often get discouraged and leave, while seasoned Wikimedians are neither encouraged nor empowered to scale their contributions or share their expertise. Stakeholders are frequently isolated and forced to recreate work, instead of accessing, leveraging, and building upon existing capacities.

Toontali baŋsim nyɛla yɛlikpeeni zaŋti Movement kpabu din zani ti global diversity.Ninvuɣ'shɛba ban tooi zooi ka bɛ pahiri region kam mini context kam puuni mi din tooi tumdi viɛnyala tiri bɛ socio-economic, siyaasa, kaya ni taɣada kpaŋsibu ni di nyɛla yɛlikpeeni zaŋti bɛ ʒileli lebiginsim. Din muɣisi nyɛla, hali ni zuŋɔ, ti na bi ku ariziki niŋ wuhibu laɣingu shɛli ni din yɛn sɔŋ liɛbigi volunteer toondantali. Dimbɔŋɔ gba dii lahi kpaŋsila walibu walibu zaŋ kpa talahi tali zaashee nyabu Movement maa puuni ka niŋli kpɛŋ ti niriba maa ni bɛ tooi zani zaani kpa laɣiŋgu ni bɛ liɛbigi kpaŋmaŋa. Kpeen' pala ni tooi zaŋ alaafee rejuvenation kpɛna Movement maa puuni, n-taɣi yaa zaŋ tum tuma niriba biɛla nuuni, n-gu ka taɣi yɛlimuɣisira zaŋ chaŋ bihi vuhiri domini bɛ daŋ ariziki nyabu zaɣu nti pahi tuma ni zobu, ka lahi tooi zani ti sokam ni bɔri shɛli.