ON-ARRIVAL TRAINING
3-6 FEBRUARY, 2008
ZUGDIDI, GEORGIA
REPORT
On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia TABLE OF
CONTENT
Introduction 3 Daily programme 4 List of participants and Team 6 Day 1, February 3, 2008 7 Day 2, February 4, 2008 11 Day 3, February 5, 2008 17 Day 4, February 6, 2008 19 Annex 1, Task sheets for exercise “Active Discovery of Zugdidi” 21 Annex 2, EVS Quiz 24 26 Annex 4, Meeting with EVS volunteer, list of “Troubles” 29 Annex 5, Slides from ICL presentation Annex 3, Slides from EVS presentation 30 Annex 6, Task sheets from exercise “Orange” 32 Annex 7, Slides from Conflict Management presentation 33 Annex 8, Summary of the written evaluation 35 Page | 2 On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
INTRODUCTION
On‐arrival training was conducted by the SALTO Eastern Europe and Caucasus Resource Center for Six Volunteers from UK and Poland hosted in different youth organizations in Georgia. The on‐arrival training was conducted in the framework of the Action 2 ‐ European Voluntary Service, ‘Youth in Action’ Programme of the European Commission. The concept and program of the On‐Arrival Training (OAT) was based on “EVS Volunteer Training: Guidelines and Minimum Quality Standards” issued by the European Commission (November 2004) and SALTO Eastern Europe and Caucasus Resource Center, Training of Trainers (September 2007). Therefore, the following elements were an integral part of the OAT: ‚
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Philosophy of EVS (actors, duration, role of EVS in Youth in Action Programme) Duties and rights of each partner (host, sending and volunteer) Intercultural Learning Introduction of the host region (cultural particularities) Motivation, expectations and fears of the volunteer Motivation of the hosting organization Crisis prevention and management Interpersonal Conflict Management Cultural discovery of the country The main aims of the OAT were to make the volunteers familiar with the hosting country/region, to enable the volunteer to handle his/her daily and working life during the EVS, and to become more aware about the possibilities and restrictions of what they can realise during their EVS project. Therefore, the OAT is created to provide the volunteers with support to deal with the personal, professional and cultural challenges, which they will face during the service duration. The methods used during the OAT are based on non‐formal educational approach, such are presentations, workshops, exercises, simulations, role plays, discussions, reflections and evaluation as well as Caucasian reality discovery. The presentations have been always followed or preceded by exercises in order to raise the impact of the gained knowledge, according to the principle of “Learning by doing”. The daily reflections and the final evaluation ensured an exchange of opinions and views while giving feedback about the feelings of the volunteers and building an atmosphere of trust between each other. Finally, the excursion and active discovery of the city enlarged the experiences and knowledge about the hosting region and made participants get in contact with local community. Page | 3 Central elements of the OAT have been to provide the volunteers with information about the EVS of the Youth in Action Programme, the hosting country/region including cultural particularities, intercultural learning (ICL) and crisis prevention and conflict management. Furthermore, the volunteers got time to reflect on their first impression and to discuss with each other their own project ideas. On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia DAILY PROGRAMME
3rd February 2008 1st Day Hours Session
09.00 – 09.45 10.00 – 11.30 11.30 – 12.00 12.00 – 13.30 13.30 – 15.00 15.00 – 17.00 17.00 – 18.00 19.00 21.00 Breakfast ∙
Welcoming, Introduction of the Team ∙
Aims and Objectives of the OAT ∙
Programme of OAT ∙
Name Game “Interview” ∙
Exercise “Sherlock Homes” Coffee Break
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Fears, Expectations and Contributions towards OAT ∙
Learning contract ∙
Reflection of first impression of Georgia + Presentations Lunch ∙
Active Discovery of Zugdidi
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Preparation of the presentations
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Presentation of the Active Discovery ∙
Evaluation of the day… I like? I dislike? I would like to change… One question I do have… Dinner Cinema night: Movies from Georgia
4th February 2008 2nd Day Hours Session 09.00 – 09.45 10.00 – 11.30 11.30 – 12.00 12.00 ‐13.30 Breakfast ∙
Brainstorming: What is a Volunteer? Meaning of the word “volunteer”, Is there a Polsh word existing? What does a volunteer do? What is he/she not? ∙
EVS Learning Objectives (Personal and Professional) Why I came as EVS Volunteer? Why here? What is my motivation? Help and Support needed? Expectation and fears (Personal and HO) ∙
Coffee Break
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EVS – Quiz (Theory, questions …)
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EVS Philosophy: YiA in general, Different Actors in EVS 13.30 – 15.00 15.00 – 16.30 16.30 – 17.00 17.00 – 18.30 Lunch ∙
Meeting with EVS volunteer in Georgia
Coffee Break
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Meeting with EVS volunteer in Georgia
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Evaluation of the day… I like? I dislike? I would like to change… One question I do have… 19.00 21.00 Dinner ∙
Cinema night: EVS Movies
Page | 4 5th February 2008 3rd Day Hours Session
09.00 – 09.45 10.00 – 11.30 11.30 – 12.00 Breakfast ∙
ICL Exercise “Abigail”
Coffee Break On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
12.00 – 13.30 13.30 – 15.00 15.00 – 16.30 16.30 – 17.00 17:00 – 18.30 20:00 ∙
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Discussion
Theoretical input about ICL, Culture shock, Crisis Management, Risk Prevention Lunch ∙
Conflict Management
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Exercise “Orange” ∙
Discussion ∙
Theoretical input Coffee Break ∙
Personal project planning
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Presentations ∙
Evaluation of the day… I like? I dislike? I would like to change… One question I do have… Dinner and free evening
6th February 2008 4th Day Hours Session 09.00 – 09.45 10.00 – 11.30 13.30 – 15.00 15.00 Breakfast ∙
History in brief: Presentation about the latest history of Georgia. Caucasus reality Coffee break ∙
SALTO and support structures
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Future perspectives after EVS ∙
Evaluation of the TC
Lunch ∙
Trip to Kutaisi (Visiting cultural monuments former capital of Georgia)
20.00 Traditional Georgian Dinner in Kutaisi
11.30 – 12.00 12.00 – 13.30 Page | 5 On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia LIST OF PARTICIPANTS
# 1 Volunteer Sending Organization Hosting Organization Association “Atinati” Dagmara Skubiszewka Polska Fundacja im. R. Schumana (Poland) Boguslava Orzol Polska Fundacja im. R. Schumana (Poland) Association “Atinati” Agnieszka Brzoska Fundacja Wiatrak (Poland) Foundation of the International Relations ERTOBA Tomasz Filipiak Fundacja Wiatrak (Poland) Foundation of the International Relations ERTOBA Andrzej Jakubowski Stowarzyszenie Wzajemnej Pomocy Bona Fides (Poland) Students Youth Council Dion Battersby Point Europa (UK) Green Way Giorgi Kakulia Trainer, Georgia Academy for Peace and Development (APD) Rusudan Kalichava Trainer, Georgia Association “Atinati” 2 3 4 5 6 TEAM
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February 3‐6, 2008
Zugdidi, Georgia
DAY 1, FEBRUARY 3, 2008
‐ Welcoming, introduction of the team and venue. Practical information about accommodation and food The training begun with welcoming by trainers, introducing venue and practicalities on accommodation, food, hotel and local reality. ‐ Aims and Objectives of the On‐arrival training Trainers introduced the overall Aim and Objectives of the training. ‐ Presentation of the OAT programme The trainers presented the daily program and described the activities planned for the training course. The daily timetable was introduced. ‐ Getting to know each other: Exercise “Interview” Participants have been divided into couples and have been asked to interview each other with the questions prepared by the trainers. Each participant had 10 minutes to interview their pair in couple. Afterwards they had to change roles. After fulfilling the task the interviewers had to present each other in front of the group. Samples of the questions: Name, last name, nickname. Profession or occupation; Hosting organization (Name, place) Hobby Most crazy thing which you ever done? Place you wish to visit Something else about you ‐ Getting to know each other: Exercise “Sherlock Homes” Presentation of the exercise ‐ Let’s imagine ourselves as Sherlock Holmes. Trainer introduced A4 paper, which was divided into four parts by marker. Participants had to write down in each section of the paper information about themselves (e.g. I am 25 years old), three information had to be true and one information had to be a lie. After writing on the Page | 7 ∙
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On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia paper information about them, participants had to stick the paper on their body to be shown to everybody. They had to guess which information was true and which was false. ‐ Fears, Expectations and Contributions (Tree of Expectations) Participants have been asked to share their Expectations towards the on‐arrival training, as well as to share what they would like to contribute and what they do not want to happen during the OAT. All of them got three post‐it papers of different colors in order to write on them according to the colors their Expectations, Contributions and Fears towards OAT. After writing down on post‐its, each participant, one by one, had to present to the group what they expect, want to contribute and do not want to see happening during OAT. The leaves of the tree were expectations, the trunk contribution and the roots fears. Summary of the Fears, Expectations and Contributions: Expectations: ∙
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New specific knowledge; To see the Georgian point of view on history and politics; Great fun with nice people, party ☺? I would like to get to know new people in Georgia, specific information about the Georgian NGO work; To get practical advices about project organizing; To see different places than Zugdidi; I’m interested in Georgian movies and history; To meet some other people who wanted to come to this crazy country; not feel the only one ☺; Hope to learn about technical sides of EVS – what is expected of me, what I should expect in return. Fears: ∙
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I don’t speak in English very well, so I’m afraid that you don’t understand me, and I can’t say everything I would like to; I’m not sure if I understand everything in English on this training; I might not find answers for all questions; I hate energizers; Hard to join in as a multiple‐minority; On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
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I want learn anything (yes, I know that it is up to me too). Contributions: ∙
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Open mind, heart, knowledge; Is not disturbing, also contributing? To give some ideas and to be active; Always asking questions, even if its obvious or not really relevant; I’m open minded; I can contribute my enthusiasm, because I have a very little experience of working in NGO sector. ‐ Learning Contract Trainers conducted brainstorming session on the main working rules during OAT, afterwards group was discussing the main rules, conditions and atmosphere that might be useful during the whole duration of the training, in which participants would feel comfortable to learn. At the end of discussion participants agreed on the following learning contract: ∙
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to switch off mobiles; to listen each other; punctuality; to speak in English; to have safe environment; to respect each others opinions; to keep this rules. ‐ Reflections of first impression of the host country Participants were asked to express their first impressions and thoughts about Georgia. For this reason on the flipchart, participants had to draw a picture of their first impressions, main focus was to show what was a thing that mostly surprised them. They had to think about one word what is expressing their impressions. Summary of the first impressions on the hosting country: Andrzej: I like Georgian toasts. They are interesting and surprising. So far, I love Georgia very much. Page | 9 The first impression for me in Georgia was Georgian hospitality. People were smiling to me; they are very warm and friendly everywhere in the streets, in HO, at my host family etc. I like beautiful landscape of Georgia, the mountains and the sea. I like the mountains very much and it was great the mountains and the sea are so close to each other. I was surprised by the amount of animals (cows and pigs) on streets. There are many Georgian flags on the streets, in classrooms, offices. On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia Agnieszka: My first impression about Georgia is the heaters: heaters in houses and people with very warm heart. Georgians are very nice, hard workers, straight. So far, was no cultural shock for me in Georgia. I feel in Georgia as in my own country. Boguslava: My first impression and what I liked the most of all are the mountains; I was surprised about cows and pigs on streets. I remember sweets, which I received on my first days in my hosting organization ATINATI. Everybody was giving me sweets. Georgian children asked me to repeat Georgian phrase: “Bakaki tskalshi kikinebs”. I am very excited about local radio ATINATI FM 105,9, where I’m going to do my own program. Dion: My first impression was the posters “5” everywhere during presidential elections in Georgia and a lot of red and white colors, the mountains, Georgian wine, table, hospitality, horrible bid building from Soviet time, and garbage on the streets, a lot of traffic and car accidents in Tbilisi streets. One word – contrast. Dagmara: I’m very happy to be in Georgia. I like my family very much. My host mother called me her third daughter. Every day we have a lot of guests and “supra” at our house and I like this very much. I’m not a good dancers and singer, but here in Zugdidi I’m dancing and singing Mengrelian songs and I’m very happy. I’m surprised about crazy drivers in Zugdidi, animals in the street, problems with water and electricity and about “Georgian timing” – Georgians are always late. Churchkhela is my favorite Georgian sweet. Tomasz: Page | 10 The first impressions are the clash with Armenian taxi driver, then the tent that we built in our apartment for gas heater, a lot of Georgian and European Union flags everywhere, my first kiss with man (it was uncomfortable for me), the calendar of 2008 with photos of Stalin, beautiful churches. Everybody is using very expensive and fancy mobile phones, even in theatre during the shows or in churches, classes etc. On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
Group‐building exercise “Active Discovery of Zugdidi” Participants got divided into couples. Each couple got a task sheet, 10 GEL (4,5 EUR), a pen and a digital camera. Participants had to fulfill the given tasks in two hours and, later on, to make a presentation for the whole group. Please see ANNEX 1 for the samples of the task sheets ‐ Daily Reflection Participants were asked about their feelings, what they like and dislike, and what they would like to change. Participants were talking one by one and sharing thoughts among each other. The trainers, based on the reflection, tried to implement the necessary changes in the program and to solve problematic issues. ‐ Cinema Night: Georgian Movie At the evening the Georgian movie “Trip to Karabakh” was shown, this activity was aimed to introduce the Caucasus reality of the 90’s to the participants. DAY 2, FEBRUARY 4, 2008
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EVS Me You To do something without salary Work Doing something for somebody To do something good for people; to change the World Disability Freedom Creativity Flexible Page | 11 ‐ Brainstorming: What is volunteering? Participants were asked to say the word “volunteer” in their own language and the word in Polish language was: “Voluntariusz” Then the participants were asked to brainstorm about the concept of “volunteer”. Summary of the brainstorming: On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia Later on participants were divided into couples and were asked to think about the definition of the word “volunteer”. There were three couples and they were given 10 minutes for this purpose. Afterward they had to present their work. Definition I: Volunteer is a brave person, free and not afraid of new challenges, who does something for other people, because he/she would like to create a better world. Volunteer should be idealistic and pragmatic. Definition II: Volunteer is creative, flexible, honest, aware of his /her rights and duties, knows what he/she wants. Volunteer does something because he wants, not because he has to. Definition III: Volunteer is me and me! Under no compulsion. . . Rewarded + respected Somebody who works without salary Not in a competition Contributing Not afraid of new things Even is not expert, has something to offer. After the definition, participants were asked to think about two things in the same pairs: “what does a volunteer do?” and “what does a volunteer do?” The outcomes: Couple I: Page | 12 What does a volunteer? ∙
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Honest Good atmosphere Want to learn something new Creative Have fun Reliable Like people and animals Try to understand others Knows her/his rights and responsibilities Open minded Responsible What does a volunteer not do? ∙
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Not to break local customs Don’t come into conflict On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
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Don’t treat voluntary service only as travel opportunity abroad Competition Not be lazy Couple II: What does a volunteer? ∙
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Making project Supporter Helper The best they can Own initiative Push him to ability levels Learn What does a volunteer not do? ∙
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Replace permanent worker Do unreasonable expectations Have to make the tea Have to change the world Do things she is out of her depth Couple III: What does a volunteer? ∙
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Have possibility to work Be creative Like adventures Should be “full” in his/her project; What does a volunteer not do? ∙
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Free worker Shouldn’t be late Shouldn’t be lazy Shouldn’t be ignorant After this exercise participants discussed different point of views about volunteering. They shared ideas, knowledge and experiences. ‐ Reflecting on being EVS Volunteer, EVS learning objectives On the flipchart was drawn a square divided into parts with questions: Why EVS? Why here? Motivation? Obstacles? In the middle was some space for the learning objectives (professional and personal). Participants had to reflect on the following issues: Page | 13 On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia ∙
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Why EVS? Why did I choose the European Voluntary Service? Why here? Why did I choose Georgia? Motivation: What did motivate me to become a volunteer and in general what was my motivation for being a volunteer in another country? Obstacles: What obstacles do I foresee for me being an EVS volunteer or staying for a long time abroad? Learning objectives (Professional): What would I like to learn professionally? Professional development. Learning objectives (Personal): What would I like to learn personally? Personal development. Outcomes: WHY EVS? ∙
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It is free of charge; I trust EU institutions; EU pays for it; My friend recommended it to me. He was EVS volunteer; I can find some interesting things to do for me; I like to do something for people, especially work with teenagers; Traveling without money; I find EVS in Shuman Foundation, when I was looking for a new job. WHY GEORGIA? ∙
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Interesting; Challenges; I’m interesting in Georgia’s problem; I would like to improve my Georgian; To feel atmosphere and to see the reality and to discover more what I read in books; I love Eastern Europe; I’ve heard only good things about Georgia; It is quite unknown place for Polish people, so it is good place for discovering; There is huge space for NGOs, a lot of things I can do; Because Georgia needs me with my experience; One photo! Culture. MOTIVATION: Page | 14 ∙
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To change; Future; Region; People; Learn, learn, and learn; Contribute; Share experience; Love, gratitude; On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
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Change something in my life; To know something about myself; To meet new people, culture, country; Share my experience in disability area; To spend time in good atmosphere; To work with local community, do something special for them; Complicated! I wanted to change something in my life; To spend some time abroad; To meet new people; To get know new culture; I didn’t know what to do in the future, which way to choose, I needed time to think; I worked in one corporation; there was bad atmosphere. I wanted to change this. OBSTACLES: Language barrier; Access to information; EVS – how to get in? Problems with electricity and water; Free time; Safety; I hate my work. Learning Objectives (Professional): ∙
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I would like to learn how to work in radio; To learn Project implementation; Experience of participating in training; Media; Improve foreign languages: English, Georgian, Russian; How to cooperate with media; Have practice in teaching; To know more about NGO work; To learn languages; I hope EVS will help me to find a good job in Poland; How to write projects; Media work; Youth work; As much as possible; International approaches in my field + Georgian Specific things; Project management; I will improve my English; I will learn Georgian; Work in international environment. Page | 15 ∙
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On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia Learning Objectives (personal): ∙
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Learn language, culture, flexibility; Independence; Drink wine; Georgian dance; Travel; I’m a very shy person and I do everything to change it. I learn new things about me – I’m not as bad as I thought; We will see; New experience; Learn more about Georgian culture, customs and interior problems of this country; To learn new language; To be more immune to difficult conditions. ‐ Quiz on EVS The interactive method, “quiz on EVS” was conducted. Participants were divided into couples and different kind of statements about EVS was listed on the floor. Topics were divided into four topics as follows: ∙
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Rights and responsibilities of Sending Organization and Mentor Rights and Responsibilities of the Volunteer Rights and Responsibilities of Hosting Organization Finances In each line were listed four statements according to the topic and difficulty. Participants, divided into three couples, had to choose one statement turn by turn. They had to comment the statement whether it was true, false and what was the right answer. Dependent of their answer and difficulty of the statement couples where getting points. Page | 16 In this way all statements were discussed in the group and commented by the trainers, which gave to the participants detailed knowledge about different actual topics about European Voluntary Service. Please see ANNEX 2 for the content of the quiz On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
‐ EVS Philosophy (Theoretical input) A PowerPoint presentation was protected on the ‘Youth in Action‘ Programme in general and on Action 2, European Voluntary Service, in particular. All kind of details were explained connected to the ‘Youth in Action’ me and EVS philosophy, aims and objectives, formal and quality criteria’s, different actors in EVS projects etc. The aim of the presentation was to make participants aware on EVS programme and clarify all details. Please see ANNEX 3 for the presentation slides ‐ Meeting with EVS Volunteer in Georgia At the end of the day another EVS volunteer hosted in Georgia arrived to the training to meet with the participants. Ms. Tiphaine Coulardeau is hosted at the “Academy for Peace and Development” for already eight months. Participants were free to ask her any questions. Trainers left the group alone in order not to make them feel uncomfortable. Tiphaine proposed them her ideas and shared the experience of being an EVS Volunteer in Georgia for eight months. The structure of the meeting was prepared by Tiphaine and was as follows: ∙ Georgian working style (timing, privacy and colleagues, priorities, etc.) ∙ Relationships in Georgia (Religion and traditions, behaviour, gender relations, being foreigner in Georgia, etc.) ∙ Practical advices (AXA insurance, Visa, emergency situation, etc.) ∙ The “Must See” in Georgia ∙ List “You might get into troubles if ...” Please see ANNEX 4 for the presentation slides ‐ Cinema Night: EVS Movies This evening was dedicated to the EVS movies made by different EVS volunteers in different times and countries. The aim of this activity was to show volunteers the different experiences of different volunteers, as well as different realities in different countries. ‐ Intercultural exercise “Abigail” The trainer draws a picture, the situation. There are some actors like Abigail, her boyfriend, the pirate, the mother of Abigail and a boy living at the same place. The participants gave to the actors names, as follows: Abigail: Girl, main actor Page | 17 DAY 3, FEBRUARY 5, 2008
On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia Page | 18 Caroline: Mother of Abigail John: The pirate Harrison: Boyfriend of Abigail Brad: Boy living at the same place as Abigail’s boyfriend
The story: Abigail is living on one side of the river, but one day the bridge was ruined and she couldn’t get to the other side of the river. She wants to get to the other side of the river, as she wants to see her boyfriend who is living there. But the only chance to get to the other side of the river is to use the boat of pirate‐John. Abigail will go to John asking him to help to get to the other side of the river, as he had a boat. But John did not care why she wanted to get to the other side of the river, so he proposed Abigail to spend one night with him and afterwards he would bring her in another side of the river. She denied this proposal and went crying to her mother‐Caroline asking help and advice. But mother told her that she didn’t know what to tell her and she could do weather she thought was best. Abigail decided to spend one night with pirate‐John in order to get to the other side of the river. On the second day John took her on the other side so she went to her boyfriend‐Harrison but she was sad and crying. At last Harrison asked her why she was crying and he was interested how she got to that side. So she told him, that she loved him, so much that in order to get to this side and to see him she had to spend one night with pirate‐John. Harrison became angry; screaming at her and kicked her out of the home. Abigail did not know anyone on this side of the river and she could not go anywhere, as well as the chance to get back did not exist due to the broken bridge. She was walking in the street and crying, when she accidentally met Brad, who was living in the same riverside. He asked for the reason why she was crying, Abigail explained what happened. Brad became angry at Harrison and went to beat him, while Brad was beating Harrison; Abigail was standing beside and was laughing. The participants were asked to classify in this story from 1 till 5 the persons by their opinion of who was the best one and to give them a rank (e.g. rank 1: Abigail) and the worst personage on rank 5. They were given 5 minutes to think individually about this and write down the ranking (e.g. 1: Abigail, 2: John, 3: Harrison, 4: Caroline, 5: Brad). Later they created three couples and in the couples they had to agree on a common list and to think about arguments. Later couples had to present their lists and arguments. The next task was to agree on a common list for the whole group. One member of each couple sat in front and the next member was standing behind and they were not allowed to say a word. If the behind standing person had something additional to say, he/she could put the hand on the front sitting person and change the place, so than he/she would enter discussion. Group had to discuss each rank and agree on the common list. After the discussion group agreed on the common list. ‐ Intercultural Learning After the exercise “Abigail” was done a power point presentation about Intercultural learning. There was also a discussion about culture, cultural shock and about what kind of On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
differences they recognized between their hosting country (Georgia) and home country (Poland and UK). A discussion was held about what might happen if they are in a different culture, the scheme (Adjustment cycle) of feelings and time of being in a different place and culture. The participants got advices on how to help and solve problems from experts. Please see ANNEX 5 for the presentation slides ‐ Conflict management exercise “Orange” In order to simulate real conflict situations in life, the exercise “Orange” was conducted. The group was divided into two sub‐groups, three persons in each and was given the special task sheets to each participant. Participants had to simulate the negotiation process and reach the agreement with each other, at the end they had to present the result of the role play to the rest of the group. The exercise was followed by a discussion and a PowerPoint presentation on Conflict Management. Please see ANNEX 6 for the task sheets of the exercise “Orange” Please see ANNEX 7 for the presentation slides ‐ Personal project planning Participants have been asked to work individually and to set up a schedule or scheme, indicating the things they would like to achieve during their EVS in a concrete timeframe. The schemes showed the time and the plans what volunteers would like to achieve and on which schedule. They could divide the time over the months that they were planning to stay during their EVS project. At the same time participants presented their own projects to each other and express interest to cooperate during their voluntary service period and organize common activities. DAY 4, FEBRUARY 6, 2008
‐ History of Georgia and Caucasus reality In the beginning of the last day of the training were presented the nearest history of Georgia, the political situation, important facts etc. Also the participants discussed what Page | 19 On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia Page | 20 they found interesting and different from their culture and what they found typical for Georgian culture. They were presented the national holidays, what are Georgians/Armenians celebrating and when, as there are some differences and typical celebration for this region. Participants asked questions about different interesting topics/issues about Georgia and Armenia. ‐ Support structures and future perspectives The SALTO Eastern Europe and Caucasus Resource Center, its activities, network of multiplier, network of EVS trainers, support and available resources were presented. Also the Youth Pass, the new tool of recognition of non‐formal education experience, was presented. The presentation was followed with discussions about future perspectives. At the same time volunteers and trainers agreed on the dates of Mid‐term evaluation meeting. - Evaluation of OAT At the afternoon session the evaluation of the whole training was made. Evaluation consisted of two parts, written and oral. During the oral evaluation participants were asked about what they liked? What they disliked? Suggestions for future trainings: What to improve? What to add? Participants had space and time to express their feelings towards the on‐arrival training in general. Afterwards participants had to get back to the first day reflection on fears, expectations and contributions and evaluate how far their expectations have been met, how far they could contribute to OAT and how far their fears have happened. After oral evaluation, participants got the final evaluation forms, which they had to fill anonymously and express their point of views about different parts of the training. Please see ANNEX 8 for the summary of the written evaluation ‐ Trip to Kutaisi, visiting cultural monuments and old capital of Georgia A trip to Kutaisi (the old capital of Georgia) was organized. Participants visited several historical monuments around Kutaisi and discovered the city of Kutaisi. The trip ended with a traditional Georgian dinner in restaurant. On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
ANNEX 1 – ACTIVE DISCOVERY OF ZUGDIDI, TASK SHEETS
Group 1 Please, fulfill the following tasks and discover the city of Zugdidi. Your materials are one sheet of paper and a pen as well as 10 Lari (please bring some money back!:)) 1. Find out how to say “Good morning”, “Good evening“, “Good night” and “Goodbye” in Georgian and “I Love You” in Mengrelian. Write the words down in Georgian letters! ;) 2. Find ten Georgians and make a group picture with all of them; 3. Take any kind of local transportation to the train station and find out at what time the train departures to Tbilisi and how much a ticket costs? 4. What is the most famous place of Zugdidi? 5. Find an internet cafe and an exchange office. Try to get to know the price for an hour in the internet cafe and note the exchange rate between Lari and EURO. 6. Find out how to prepare Khachapuri and write it down. 7. Buy on your way a bottle of Borjomi and five apples. 8. Give your group a name and create a slogan to promote your group. 9. Be back not later than ………… in the seminar room! 10. Be ready for creative presentation Good luck! Page | 21 On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia Group 2 Please, fulfill the following tasks and discover the city of Zugdidi. Your materials are one sheet of paper and a pen as well as 10 Lari (please bring some money back!:)) 1. Find out how to say “Hello”, “How are you?”, “Thanks, I am fine” in Georgian and “what beautiful weather is today” in Mengrelian. Write the words down in Georgian letters! ;) 2. Find ten Georgians and make a group picture with all of them. 3. Take a walk to the Botanical Garden and find out when it was established. 4. Name regions of Georgia boarding Samegrelo region! 5. Find an internet cafe and an exchange office. Try to get to know the price for an hour in the internet cafe and note the exchange rate between Lari and EURO. 6. Find out how to prepare Elarji and write it down. 7. Buy on your way one Khachapuri and five oranges. 8. Give your group a name and create a slogan to promote your group. 9. Be back not later than ………… in the seminar room! 10. Be ready for creative presentation Good luck! Page | 22 On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
Group 3 Please, fulfill the following tasks and discover the city of Kobuleti. Your materials are one sheet of paper and a pen as well as 10 Lari (please bring some money back!:)) 1. Find out how to count until ten in Georgian and mengrelian. Write the numbers down in Georgian letters! ;) 2. Find ten Georgians and make a group picture with all of them. 3. Take a walk to the Dadiani Palace and find out how Napaleon Mask appeared in the Palace and what else you can see in the Palace? 4. What is the name of the highest mountain in Georgia, how high is the mountain, and where is it situated (in which region)? 5. Find an internet cafe and an exchange office. Try to get to know the price for an hour in the internet cafe and note the exchange rate between Lari and EURO. 6. Buy on your way Georgian bread and Adjika. 7. Give your group a name and create a slogan to promote your group. 8. Be back not later than ………… in the seminar room! 9. Be ready for creative presentation Good luck! Page | 23 On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia ANNEX 2 – QUIZ
ON
EVS, STATEMENTS
RIGHTS AND RESPONSIBILITIES OF VOLUNTEERS
What king of
trainings/meetings
volunteer should
attend before, during
and after voluntary
service period?
Please describe
each training, for
what they stand
for…
What is a minimum
length of the language
course provided for the
volunteer?
• 2 hours per day
• 3 lessons per week
• 2 weeks of an
intensive course at the
beginning
• Volunteer chooses
How many hours
Volunteer has to work
per week?
• Less than 35 Hours
and more than 30
hours
• Hosting organization
decides
• Volunteer decides
• Sending organization
decides
Please describe…
Please describe…
Which sentence is
according to the EVS
standards?
• Volunteer works 6 days per
week and after it has 2 days
off
• Volunteer has 2 week
holidays
• Volunteer has rights to take
extra holidays to get to
know the country
• Hosting organisation sets
up the calendar with days
off for volunteer
• Other…
Please describe…
RIGHTS AND RESPONSIBILITIES OF SENDING ORGANISATION AND MENTOR
Sending organization
has right to obtain
feedback on the
situation about the
project:
If yes – From
whom?
If not – how they
will obtain
Information?
What sending
organization does
during EVS?
• Nothing as volunteers
is already working in
Hosting organization
• Calls once a month to
the volunteer in order
to check how project
is going
• Other please
describe…
Mentor of the
volunteer leaves 50
kilometres away. In
this case the mentor
has to visit the
volunteer at least once
a week. True or false?
Mentor of the Volunteer
should be appointed by:
• Sending organization
• Sending and hosting
organization together
• Volunteer
• Hosting organization
Please describe …
Please describe…
Please describe…
RIGHTS AND RESPONSIBILITIES OF THE HOSTING ORGANISATION
Page | 24 Is it true that the
hosting organisation
has to prepare a
volunteer for her/his
work?
• If yes – how?
• If not – who has to do
it?
Who has to arrange
accommodation, food,
language courses and
local transportation for
the Volunteer?
•
Volunteer makes
arrangements
• Sending organization
• Hosting organization
Is it true that host
organization has to
provide each
Volunteer with
separate flat or at
least separate room in
the centre of the city?
Hosting organization has
right to initiate changes in
volunteers project.
No – than who can initiate
changes?
Yes – How is the
procedures for it?
Please describe…
On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
FINANCES
Who pays for a
general insurance of a
volunteer? Who pays
if a volunteer visit a
doctor?
Please describe…
Does sending
organization get any
money for the EVS
project?
•
If yes - for what and
how many?
• If not – why?
How much is pocket
money for the EVS
Volunteers in the
countries form where
you come from?
How much money is
allocated in the hosting
activity costs for the flat,
language, mentorship and
food?
When and how often it
has to be paid?
Page | 25 Please describe…
On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia ANNEX 3 – EVS PHILOSOPHY, SLIDES OF PRESENTATION
Youth in Action Programme:
Youth in Action
2007-2013
• EU’s mobility and nonformal education
programme targeting
young people aged
between 13 and 30
years (-not applicable
to all actions within the
programme).
European Voluntary Service
With EECA Region
Zugdidi, February 04, 2008
Who can participate?
Implementation
European Commission
• Open to youth in all the EU
countries + in Iceland,
Liechtenstein and Norway
(EFTA/EEA countries), and Turkey
(candidate for accession to the
EU)
- Directorate General for Education and Culture
- 31 National Agencies
• With certain restrictions the
Programme is also open to Partner
Countries from EECA Region
(Azerbaijan, Armenia, Belarus,
Georgia, Moldova, Russian
Federation and Ukraine)
Other Structures:
SALTO Eastern Europe and Caucaus Resource Centre
Eurodesk network
Priorities
Objectives
• Develop solidarity, tolerance
and mutual understanding
between young people in
different countries.
• Promote young people’s
(European) citizenship
• Contribute to developing the
quality of support systems for
youth activities
• Promote European cooperation
in the youth field
• European citizenship
• Participation of young
people
• Cultural diversity
• Inclusion of young people
with fewer opportunities
Structure of the Youth in
Action Programme
European Voluntary Service
(EVS)
• ACTION 1 – YOUTH FOR EUROPE
• ACTION 2 – EUROPEAN VOLUNTARY SERVICE
• ACTION 3 – YOUTH IN THE WORLD
• ACTION 4 – YOUTH SUPPORT SYSTEMS
• ACTION 5 – SUPPORT FOR EUROPEAN
COOPERATION IN THE FIELD OF YOUTH
Page | 26 On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
What is EVS?
EVS Pathway
• EVS Programme 1998 – 1999
• Supports transnational
voluntary service of
young people aged
18 - 30
(exceptionally 16-30)
• The YOUTH Programme 2000–2006, Action 2
• “Learning service”
• The YOUTH IN ACTION Programme 2007 – 2013,
Action 2
• In accordance with the
values and objectives of
the Youth in Action
Programme in general
• Pilot Action 1996 – 1997
sent about 2500 European volunteers
EVS Project
• Implemented through
legally established
organizations
• Takes place in an other
country than the
volunteer’s country of
recidence
• It is non-profit and
unpaid
What EVS is NOT
• Can take place in various
areas of activity, but
must represent a clear
European or international
added value
•
•
•
•
•
•
•
•
• Must include contacts
with the local community
• Not a job substitution!
occasional, unstructured, part-time volunteering.
an internship in an enterprise.
a paid job and must not substitute paid jobs.
a recreation or tourist activity.
a language course.
exploitation of cheap work force.
a period of study or vocational training abroad.
simply a funding scheme, but a quality model of
transnational voluntary service.
Duration
EVS Partners
• The duration of an EVS
project must not exceed 24
months, including
preparation and evaluation
• An EVS project involves a partnership between three
actors:
• A volunteer (VOL)
• The EVS activity abroad
should have a minimun
duration of 2 months and
maximum overall duration of
12 months
• A sending organisation (SO), can be co-ordinating
organisation
• A hosting organisation (HO), can be co-ordinating
organisation
Partners’ obligations
Main Actors - Partners
HO
VOLUNTEER:
• The volunteer gives her/his time and
effort to the project
• Has responsibility for the tasks assigned
to her/him
• Has a general obligation to contribute to
the hosting organisation and community
SO
VO
Page | 27 On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia Partners’ obligations
Partners’ obligations
HOSTING ORGANISATION:
SENDING ORGANIZATION:
based on EI and EVS project
• Preparation (Visa, Insurance etc.)
•
•
•
•
• Contact during the voluntary service
• Evaluation
• Follow-up
All possible Actors
Task-related support
Personal support
Mentor
Language training
•
•
•
•
Food and accommodation
Local transport
Pocket Money
Visa
Note! For the hosting organizations from
EECA region no EI is needed
Equality
European Commission
SALTO EECA
• The volunteer recruitment process
must be open and transparent
National Agencies
Coordinating Organization
• EVS organisations must maintain
the overall accessibility for all
young people despite of their
ethnic- or religious back grounds,
sexual orientation or political
opinion
• No specific skills can be
required (including more than
basic language knowledge)
Sending Organization
Hosting Organization
Mentor
Volunteer
☺
Good Luck!
How to make a good project?
• Active involvement of the young person in all stages
of the project
• Proper support and involvement of the volunteer
• Crisis prevention and management mechanisms
• Advance planning visit
• Linguistic support/training
• EVS training sessions for the volunteer
• On-going evaluation with all actors
Page | 28 On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
A N N E X 4 – ME E T I N G W I T H E V S V O L U N T E E R, L I S T O F
“TROUBLES”
You might get into troubles if ∙
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∙
∙
∙
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You walk under the roofs when ice is melting: some huge pieces of ice are falling down... You refuse to take a coffee at your neighbour place. You want to impose your way of working or thinking to your Georgian colleagues. You are dressing up in Tbilisi like if you are at the beach... You are not paying your electricity, gas or water bills on time (they will directly switch them off without any second warning!) You are criticising Georgia or Georgians without diplomacy. You get into a lift without having credit to call someone, if necessary... You try to pay half of your dinner while you have been invited by a Georgian. You invite some Georgians to eat or to have a coffee and you expect them to pay for what they take. You try to intervene into a fight between Georgians. You go or try to go to Abkhazia or South Ossetia alone. You go out with “enemies” of your Georgian friends. You are dating or trying to date a Georgian girl from a traditional family... You go alone for excursion in remote areas or travel by night trains (especially if you are a woman) You take a picture of an official building, especially military‐connected building, or inside the metro. You give your phone number to everyone you meet, including taxi drivers. You forget that you just had 90 days stay permission... You participate in a political demonstration with high risks of troubles. During a Supra, you are not listening to the Tamada, you are cutting him while he talks, standing up for making a toast without his permission or drinking whenever... You enter a church without covered knees and shoulders or without a skirt (for women). You are crossing a street without paying so much attention... Page | 29 On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia ANNEX 5 – INTERCULTURAL LEARNING, SLIDES OF
PRESENTATION
Intercultural Learning
Culture (definitions):
Intercultural Learning
a particular society at a particular time and
place
the attitudes and behavior that are
characteristic of a particular social group or
organization
a set of learned beliefs, values and behaviors
the way of life shared by the members of a
society
Zugdidi, February 5, 2008
Intercultural Learning
The accumulated habits, attitudes, and beliefs of
a group of people that define for them their
general behaviour and way of life; the total set of
learned activities of a people.
The values, traditions, norms, customs, arts,
history, folklore, and institutions that a group of
people, who are unified by race, ethnicity,
language, nationality, or religion, share.
Common beliefs and practices of a group of
people. The integrated pattern of human
knowledge, belief, and behaviour
Intercultural Learning
Culture is about living and doing. It is a
continuous programming of the mind,
which starts from birth. This includes
norms, values, customs and language. It
evolves and enriches constantly as the
young person become more oriented with
his or her environment
Intercultural Learning
Intercultural Learning
Intercultural Learning:
It is about learning how we perceive others
who are especially different from us. It is
about us. It is about our friends and how we
work together to build a just community. It is
about how communities can inter-link to
promote equality, solidarity and opportunity for
all. It is about fostering respect and
promoting dignity among cultures, especially
where some are in the minority, while others
are in the majority.
Intercultural Learning
Intercultural Learning
What kind of cultural differences
you already recognised to your culture?
The adjustment cycle
Food
Music
Distance among the people
Timing
Eye contact
Touching
…
Page | 30 On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
Intercultural Learning
Intercultural Learning
In case of home sickness or cultural shock?:
If you feel bad during your stay abroad, take some time to reflect on the
reasons behind these feelings before you confront everybody else
around you with your anger
Try to share some elements of your culture with the people
around you: cook for them, organise an evening about something that
you find interesting about your country (for example cultural traditions,
the situation of young people, the educational, political or economic
system, etc.)
Of course, you will find hundreds of little concrete things that justify
your miserable feelings, but try to distance yourself a little bit from all
the small things to get the whole picture of what might be happening to
you.
Explain to the people around you how you feel. Try first to solve your
problems on the spot with the people concerned. Avoid emergency
phone calls or letters to your close ones at home. You will
unnecessarily worry them and by the time they answer, the situation
might already have completely changed. Writing a diary can be very
helpful to clarify your thoughts. If the problems persist, you should of
course inform your hosting and sending organisation so that a solution
can be sought.
Try not to judge. Even if it sounds trivial, try to tell yourself it is not
better, it is not worse, it is just different!
It can be helpful to change air for a few days in order to look at
everything from a distance in a more relaxed way. However, do not
run away from your problems. If you want your host country to become
your second home, you should think of investing more time in building
human relations in this place.
Intercultural Learning
Questions? Comments?
Page | 31 On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia ANNEX 6 – EXERCISE “ORANGE”, TASK SHEETS
Company 1 You are the owner of the Orange farm, you produced 10 tons of orange in your farm, you know that no one has orange except you now and there is big request in the market for the orange. For you the good price to sell the all 10 tons of the oranges would be 7500 EUR, but of course as more expensive you sell the orange as better is for you. There are two companies who want to buy orange from you, try to sell it as expensive as possible, but you can be satisfied with 7500 EUR. You are in the meeting with both interested companies. Company 2 You represent company which is producing perfume from the peel of orange, your company needs 10 tons of the oranges to produce perfume. The maximum sum which you can pay is 10000 EUR, but you have to buy it as cheaper as possible, you know that there is another company which is willing to buy the same amount of the orange from the same seller as you do, this is only seller who has this amount of the oranges. Now you have meeting with the representative of the second Company who wants to buy the same amount orange from the seller, the seller is also attending meeting. Your aim is to buy 10 tons of oranges to produce the perfume. The price should be as cheap as possible, but you also know that another company is also willing to buy the same amount of the orange from the same seller and they are ready to pay money to get it. Company 3 You represent company which is producing Juice from the orange fruit, your company needs 10 tons of the oranges to produce the juice. The maximum sum which you can pay is 15000 EUR, but you have to buy it as cheaper as possible. You know that there is another company which is willing to buy the same amount of the orange from the same seller as you do, this is only seller who has this amount of the oranges. Now you have meeting with the representative of the second Company who wants to buy the same amount orange from the seller, the seller is also attending meeting. Page | 32 Your aim is to buy 10 tons of oranges to produce the Juice. The price should be as cheap as possible, but you also know that another company is also willing to buy the same amount of the orange from the same seller and they are ready to pay money to get it. On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
ANN EX 7 – CONF LICT MAN AGEMEN T, SL IDES OF PRESENT ATION
Conflict
Aspects of conflicts
Interpersonal conflicts
and conflict management
Negative
Positive
It …
creates an environment
of fear, frustration,
distrust and avoidance
hampers productivity
lowers morale, makes
people feel bad
causes more and
continued conflicts
causes inappropriate
behaviours
It helps people to …
raise and address
problems
focus on the most
appropriate issues
"be real" and motivates
them to participate
learn how to recognize
and benefit from their
differences
examine a problem or a
solution carefully
integrate several ideas
to produce a better
solution
Zugdidi, February 5, 2008
Conflict
Conflict
Definitions
Types of conflicts
A conflicts is …
a fight or a struggle
a disagreement between people with different ideas
or beliefs
a clash of ideas, interests, behaviours of two or more
individuals or groups
a state of opposition, disagreement or
incompatibility between two or more people or
groups of people, which is sometimes, but not
necessarily characterized by physical violence.
an interaction or situation of tension between
interdependent people who perceive incompatible
interests, needs and goals.
intrapersonal conflict
interpersonal conflict
group conflict
organizational conflict
community conflict
intra-state conflict
Conflict Management
international conflict
Conflict Management
Escalation Steps:
Reason for Conflicts
Triggering comment or action
Generalization of issues
Formation of alliances
Distortion of communication
Extreme positions
Focus on hurting each other
Roles and responsibilities are unclear
Different perception of the situation
Different aims and objectives
Struggle for power
Imperfect communication
Intercultural misunderstanding
Conflict Management
COMPETITION
Conflict Management
COOPERATION
Result oriented
Triangle of needs
COMPROMISE
ACCEPTANCE
AVOIDANCE
Page | 33 Relationship oriented
On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia Conflict Management
Conflict Management
Triangle of satisfaction
How to stop Conflict Escalation?
Three main principals are:
Take a deal of responsibility
Try not to be reactive, manipulated
Think about the interests of your opponent
Conflict Management
Conflict Management
Managing Conflicts
Seven additional principles for conflict deescalation:
General rule:
Deal with conflicts open and do not postpone,
because …
Do not extend the issue, discuss the concrete topic
Do not invite additional people, or authorities
Do not use the words “always”, “never” etc.
Do not label the person
Do not do anything to spite somebody
Do not insist on making immediate decisions
Communicate emotions without blaming
Conflict Management
dealing with conflict early reveals
misunderstandings and prevents emotions from
taking over.
conflict left to escalate into warfare becomes much
more difficult to solve.
Trying to solve conflicts in time creates greater
awareness of possible future misunderstandings.
it enables people to use positive energy of conflicts,
before the conflict rules the conversation.
Conflict Management
Managing Conflicts
Managing Conflicts
Advices for solving conflicts:
Advices for solving conflicts:
Be impartial, try not to let your own perceptions and
values influence the discussion.
Assure that everyone will have the chance to express his
concerns. Keep the discussion on track.
Empathize with all parties. Look at things from all angles;
distinguish emotional issues from substantive ones.
Clarify the issues. Rephrase and sum up the discussion
in unemotional language that helps others understand
the different points of view, and verify that everyone
understands these. Keep communication simple and
unemotional.
Listen, read body language, be sensitive to feelings and
be alert to emotional factors that are not immediately
explicit.
Look for common ground, beyond the immediate
concerns, to identify shared goals and the potential for
collaboration.
Break the problem into manageable chunks, and resolve
them one by one. Start with simpler points.
Maintain a sense of humor and try to defuse the tension.
Conflict Management
Questions? Comments?
Page | 34 On‐arrival training report
February 3‐6, 2008
Zugdidi, Georgia
ANNEX 8 – EVALUATION, SUMMARY OF THE EVALUATION FORMS
Scale: from 1‐ very bad to 5‐excellent 1. Overall satisfaction with OAT – 3.8 2. Team spirit and cohesion between the participants‐ 3.8 3. program elements: Introduction and ice‐breaking – 4.5 Reflection on the first impression on the hosting country – 4.3 City game of Zugdidi – 3.8 Repletion on own EVS (Why EVS? Why in Georgia? Motivation? Obstacles? Learning Objective personal and professional) ‐ 3.8 EVS philosophy (Presentation of the ‘Youth in Action’ programme in general and EVS in particular) ‐ 2.6 Quiz on EVS ‐ 2.6 Meeting with other Volunteer in Georgia ‐ 3.8 Intercultural exercise “Abigail” ‐ 4.1 Conflict Management exercise “Orange” ‐ 3.6 Personal project planning ‐ 4.1 Presentation of SALTO EECA RC ‐ 3.3 Overview of the latest history of Georgia and resent political development ‐ 3.8 Evaluation ‐ 3.3 4. Facilitation of Team – 4 5. accommodation – 3.6 6. food – 4.5 7. What are in your personal and professional benefits of the OAT? I’m more motivated to work in my organization (even I always was). Personally I could shear my opinions with other volunteers, I’ve gain a lot. Professionally I know now much more about EVS, Voluntarism and Georgia; ∙ Now I’m sure what I want to do with my EVS project; ∙ New friendship, new ideas about new project; ∙ Professional – to see how other people do it; ∙ personally – to get more distance; ∙ Didn’t really teach me much, but an interesting week; ∙ My observation about Georgia community were verbalized by Georgia; ∙ I have a lots of new ideas for my own project. 8. If you were able to change 3 things during course, what would it be? ∙
∙
I think, that there should be more mixed group of participants (from different countries). I’m afraid, Dion get a little bit alone here; You should check training program pre‐depart before doing some exercises; Page | 35 ∙
On‐arrival training report February 3‐6, 2008 Zugdidi, Georgia ∙
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Quiz on EVS; Without hosting organization; Place; More specific for Georgia; Preparation (E‐mails and so on); Program (don’t repeat information form Pre‐departure); Ice‐breaking (more Georgian style); More open participants; More discussion between group; Variety of restraints; Think about the participant nationality: it should not be only one person from different country; ∙ To ask also people from regions to talk about their experience from Georgia, not only from Tbilisi. 9. Additional Comments and suggestions: ∙
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Page | 36 ∙
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I liked this training very much! You, as a trainers were really good! It was great! Place. It was not new place for all volunteers. If it should be “refreshing” for all of us, ATINATI was not good idea; It will be good ask people before training (per mail) which kind of expectation they have, and don’t have; It should be more specific for participants. Not training, because we have to do it, but special for this people; I got mail about a lot of volunteers in Georgia, but I met one, (maybe two); History – presentation – sometimes is good to have some photos; I spend very nice time here. Activities were comfortable with the subjects.