Each learning by doing programme is different in nature and depending on the objective, the context (High Education, VET, in-company, etc.) and target groups (professional in the education field, intrapreneurs or corporative entrepreneurs, unemployed people) as well as the duration varies. Here follow some tips, based on different experiences developed within the MTA history.

Following the Tiimiakatemia methodology, every single MTA programme worked on three strands of development: individual, team and business/venture development. Teampreneurs developed each strand through tasks, activities, dialogue, customer visits, workshops and project work facilitated and coached by team members, relevant experts and their team coaches.

The three-month programme included:

•  Team building activities to foster the development of high performing teams;
• Weekly team coaching sessions to further develop team working skills and entrepreneurial capacities;
•  Idea generation sessions with inputs from different experts;
•  Company, site and customer visits;
•  Individual coaching sessions to set goals, objectives and assess also the performance ;
• Workshops and/or a 3 day ‘business boot camp’ working with a business model canvas to focus business planning and develop entrepreneurial evaluation;
•  A base room for project teams to work in outside of formal session

Before starting to structure the training programme, have a look at this article underlining all the different aspects you need to take into consideration, such as delivery mode, budget, timeline and communication.

You may also follow the indications in “Phase 3” of the “Kaospilot’s Vision backcasting” to co-design the training programme framework with your community of experts.

Once you have a clear idea of who your potential partners are in terms of training programme, you need to cement these relationships and formalize a work plan, as you’ve already done while working on service and interior design.
Gather your core team and key partners and discuss together what each one of them could bring and could gain within this project. Try also to understand if someone is still missing and if you could get him/her on board now. Follow this list to go through this process.

Recruiting participants is one of the most crucial elements to focus on for a successful course. Usually there are several ways of recruiting. Usually the process contains five stages: info sessions, applications, casting sessions, interviews and final selection.

Be sure to outline a clear and transparent application and selection process. It is important to set all the requirements needed, deadlines and assessment criteria before starting the communication of the programme.

Set also the rules for evaluation of results and the process of granting official status to knowledge, skills and competences acquired. Read this article to find out assessment strategies and tools used for evaluation. This Model made by the Mondragon Team Academy can be used both as a self-assessment and as an evaluation tool each single member of the team uses for him/herself and for the other members.

Make also reference to this glossary to be sure you’re considering all relevant aspects. Some examples:

• validation of non-formal and informal learning;
•  grant of equivalence, credit units or waivers;
•  award of qualifications (certificates, diploma or titles).

You can refer to this learning framework to support the process of learning capture, recognition and validation of learning from independent experiences (formal and informal) of individuals. Finally, you can use this tool for evaluating personal skills in a participatory and collaborative way.