personal and professional OST facilitator "competencies"

[Raffi Aftandelian]

Following up on this very interesting conference of trainers and
consultants in Moscow, I wanted to share what I learned at a
mini-workshop held there.

A corporate trainer from a Russian company that I know of did a
workshop on what was essentially personal and professional trainer
competencies.

This company has a very extensive process of selecting personnel, they
hire only one out of 250 people who apply for a corporate trainer
position. The soundness of that aside, it is, from what I understand,
a very healthy company relatively speaking. They give lots of space to
employees for personnel develoment, etc.

But, company health aside, something else interested me:

They have identified a formula for the kind of people they want to
attract:

They have identified core professional and personal competencies for a
successful corporate trainer. They place much more of an emphasis on
the personal competencies (the professional competencies are things
like "establish and maintain instructor credibility," "evaluate
learner performance," "demonstrate effective communication skills"
etc. They figure that the personal competnencies are about your core,
changing the core takes much longer.

The list of personal competencies includes (beware, this is a quickie
Russian-English translation):
1. time orientation-- in other words being present
2. inner weight (in other words, how "big" is your ki/hara)
3. values orientation
4. flexibility in behavior
5. feeling awareness
6. spontaneity
7. respect for self
8. self perception
9. sense of human nature
10. synergisticness
11. acceptance of personal aggression (!!)
12. curiosity
13. depth of contact
14. creativity

Key indicators for them are: 7. respect for self
8. self perception, 11. acceptance of personal aggression.

I was wondering if this list of personal competencies would be
applicable to an OST facilitator. Would there be other ones?

And, might the OST world have a need for developing such competencies?
This is not a sly end run for certification, Gawd forbid.

Rather, it is motivated by curiosity. Could the test they have to
identify one's level of all of these qualities (and they admit that it
is heuristic and that one can always work at these indicators to
increase them, to improve one's level; the test reminds me of
Myers-Briggs).

And would the OST community have a need for such a thing?

Do we need to describe excellence?

What might be the limitations and downsides of using such an
instrument?

What might be its uses?

In developing the test they cite one English-language author:


Martilla, J.A., James J.C. Importance-performance analysis //Journal
of Marketing 1977, vol. 41, pp77-79.

and two Russian language authors:

Vitman, D.S. Vosrpriyatiya parametrov trudovoi' deyatelnosti.
Psixologiya i Bizness, Sankt-Peterburg, 2001 [The perception of work
parameters].

Novatorov, E. M. Audit vnutrennogo marketinga metodom analiza
"vazhnost-udovletvorennost" Marketing v Rossii i za rubezhom, 2001,
no. 1 [Internal marketing audit using the importance-satisfaction
analysis method].

Raffi
                          mailto:raffi at bk.ru

*
*
==========================================================
OSLIST at LISTSERV.BOISESTATE.EDU
------------------------------
To subscribe, unsubscribe, change your options,
view the archives of oslist at listserv.boisestate.edu:
http://listserv.boisestate.edu/archives/oslist.html

To learn about OpenSpaceEmailLists and OSLIST FAQs:
http://www.openspaceworld.org/oslist