Capacity building is the key –

InWEnt and the capacity building approach

Michael Schwartzkopff

Our task

Development of structures for sustainable development in a globalised world

Our contribution

International human resources development

Our methodology

Capacity building

Financial crisis Supply of fossil energy (Inter)national security Climate change Supply of food Supply of water Migration Diseases and disasters

Political challenges of globalisation

Traditional institutional structures and modern needs

Command and control

vs. management by objectives

Hierarchy vs. team orientation and self-responsibility

Age vs. competence

Isolated experts vs. networking experts

One-dimensional vs. interdisciplinary expertise

Copy right vs. share ware

Quantity-oriented vs. quality-oriented output

Capacity Building on three levels

InWEnt means human resources and organisational development in international cooperation. Our range of activities aims at technical and managerial staff as well as at decision makers from business, politics, administration and civil society.

We foster decision-making and action competence

Individual

We promote action anddecision-makingcompetence and responsibility at thepolitical level

System

We strengthen the performance of organisations in the public and private sector

Organisation

Individual skills to tackle complex problems

Technical knowledge ("hard skills")

Method competences, e.g.: project management, change management,strategy development and conceptual skills, analytical competence, moderation competence, presentation techniques

Personal competences, e.g.:

Capacity for teamwork, networking competence, negotiation competence, achievement motivation, goal oriented behaviour, ability to handle conflicts, ability to work under pressure, assertiveness, intercultural management skills and competency

Capacity Building: Competence

Taylor-made and demand-oriented

solutions

Decision-makers need a mix of different competencies and skills to steer development processes efficiently and effectively. The efficient and target-oriented allocation of competencies guarantees that we achieve optimal solutions.

Executive and

change competence

Regional competence

Social competence

Methodologicalknowledge

Expertise and specialistknow-how

Human resources development as key for sustainability Development and implementation of training programmes for /

with trainers Target group: multipliers and junior executive staff Development of training material Identification and encouragement of networks Web based training mixed with other instruments (“blended

learning”) Learner driven, group oriented, tutor aided

Taylor-made training for modern HRD: training of trainers, networking and e-learning

Strengthening the regional and international cooperation for Disaster Risk Management by technical, managerial and interdisciplinary training and dialogue

Integration in international networks (GFZ: GEMS, Global Campus 21: InWEnt e-learning, InWEnt Alumni- Programme)

Creating partnerships on a regional, national and international level by establishing an effective interdisciplinary cooperation and dialogue between the sector institutions, ministries and universities/training institutions

Example given: CB-project objectives for organisations in disaster risk management

Key factors for success

Agreed-upon terms of reference Ownership for the programme Partnership with shared responsibilities Open-minded discussion of different institutional objectives Monitoring instruments Clear criteria for the evaluation Positive thinking and a good sense of humour