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Mentoring projects

Within the İNPUT project partnership the the full-time activity „cross-cultural work promotion“ (IKA) has been developed. This targeted exclusively to candidates that meet the programme criteria. IKA might have a wider impact on activites in Reutlingen and Tübingen. This could be ensured as follows:

  • by the participation (training and coaching) of mentors involved in other local activities, and
  • by participation (workshops, training, coaching) of project managers, course leaders and participants involved in other local activities matching the relevant target groups (work promotion for unemployed migrants and elderly people).


Cooperative project design

On the basis of the state government programme for the establishment of transnational project proposals for improving the quality and integration of persons with immigrant backgrounds and people
45 years, the İNPUT project has been designed as a cooperative project development network. The strategy pursued includes the research, selection, placement, localization, testing, implementation, validation of innovative and applicable solutions appropriate to the objectives of both, programme and project.

For the local project activities learning and testing processes should be encouraged and promoted at several levels:

  • Level of participants
  • Level of mentors
  • Level of local project staff and management
  • Institutional level
  • Interregional level
  • Transnational level

The project has from the outset and, in principle cross-cutting issues (transversal tasks) and a complex multi-level character. The intervention at every level is the overall objectives.


Objectives of the work with transnational expers

As part of project development work, the following target formulations were collected for the implementation of İNPUT :


A — Target group orientation and empowerment of participants

  1. Building on the resources of the participants
  2. Considering gender-specific aspects in the everyday work with the participants
  3. Developing and implement gender-specific methonds with the participants
  4. Working with groups of participants
  5. Doing an individual work with the participants
  6. Including people with and without migration background in the common work: awareness of common an specific conditions
  7. Paying attention and giving energy
  8. Winning self-confidence
  9. Facilitating empowerment


B — Accompaniment and support of participants

  1. Considering mechanisms of labeling
  2. Allow and promoting a reframing of foreign perspective and self perspective on the own strenghts, skills and future views
  3. „I’m needed.“ – „I am appreciated“ — Developing, understanding, communicating and applying strategies of appreciation and recognition
  4. Awaking, discovering, developing and growing in the participants spirit of entrepreneurship that, in some cases, might get even ready for the market
  5. Allowing, permitting and organising accompaniment, support and exchange
  6. Working (even) more effectve with the participants
  7. Do less! Reach more!


C — Young people with migration background

  1. Learning from other mentrong projects (Elder Brother / Elder Sister)
  2. Working with parents – learn about positive approaches and experiences and to reflect transferability, to consider, test and evaluate the impact of convincing models
  3. Focussing the attention on (specific) strengths and competencies
  4. Integration – inclusion – separation – splitting – exclusion: Improving attention and awareness and acting in an intelligent, reasonable and measured way
  5. No „differential treatment“
  6. Dealing with cross-cultural identities, biographies and realities


D — Interculturalism

  1. Participants gain „traning readiness“! Culture techniques required in the labour market – a cross-cultural approach
  2. Identifying and promoting international expertise (competence) of participants
  3. Participants acquiring basic intercultural skills
  4. Identifying and expanding intercultural competencies of mentors and make them available for the support process with the mentees
  5. Implementing testing and evaluationg intercultural trainings for mentors
  6. Implementing testing and evaluationg intercultural trainings for educators and project staff
  7. Knowing and assessing approaches and models of intercultural opening of enterprises and (public) instituions and reflecting the transfer to the own everyday work


E — Transnationality

  1. Learning from abroad?
  2. Developing jointly criteria for „good practice“
  3. Including suggestions of interesting experiences
  4. Allowing, permitting and organising accompaniment, support and exchange
  5. Consideration and recognition of foreign-acquired education and training (qualifications included)


F — Including technical (professional) suggestions

  1. Identifying, understanding, testing, localising and applying useful instrumente (such as JobTOOLS)
  2. Understanding complexe issues and situations and handle them in a pedagogical way
  3. Identifying, testing and offering useful tools and structures
  4. Creating healthy synergies
  5. Applying a good time management


G — Testing and implementing innovative learning settings

  1. Designing and controlling, together with the partipants, joint learning processes
  2. Designing and controlling joint learning processes, involving educational staff, mentors and participants.
  3. Peer learning
  4. Involving participants, mentors, transnational expers, educational staff and the project team: assistance and support from anyone for anyone
  5. 4xWIN – quadriple win – seeking and organizing win-win-win-win solutions
  6. Time and space – offereing a framework for creative searching movements
  7. Creating space for testing
  8. Gaining self-confidence


H — Organizational learning

  1. Broadening, deepening and accustomizing freign language skills fo ecutional staff
  2. Role conflict and role dilemmas of participants and educational staff
  3. Several eye view (variety) and systemic view
  4. Circular questioning – circular points of view – circular thinking
  5. Team supporting – avoinding team interferences
  6. All must benefit
  7. Achieving health synergy effects
  8. Identifying worry cultures and work with them
  9. Allowing and encouraging cultures of resonsbility


Topics for a module „Intercultural work promotion“

The following thematic keywords were previously collected for the development of modules for a cross-cultural work promotion:


  1. Everyday cultures and ethnic minorities
  2. Germany as a cultural concept – German as a cultural achievement
  3. Culture and work environment
  4. Self image and external image
  5. German and Swabian self images;Deutsche und schwäbische Selbstbilder: „Wir können alles …“
  6. „Ich can do everything except speaking Swabian dialect“
  7. Images of women and images at different generations
  8. „My family as a retreat, my family as a task, my family as a support“
  9. „I do not speak about my family issues.“
  10. „The vocatinal and professional decisions of my friends“
  11. Transkulturality
  12. Entrepreneurship at my family’s home place
  13. Cultural diversity
  14. Cultural operning of (public) institutions
  15. Cultural opering of (private) enterprises
  16. Cultural mainstreaming
  17. „Being at home in Europe, on the planet and at Betzingen?“
  18. German Turkish, German Russian, Russian German, Deutschlanders and other transcultural identities
  19. „My parents lost their home. I do not even know what that means.“
  20. „I am always told by others who I am. I am nearly accustumed to this situation.“
  21. Intergeneral justice in a crosscultural way
  22. „Who know what is good for me?“


Further suggestion for local implementation

The following suggestions have been collected for the implementation of the local activities within the İNPUT project partnership:


  1. As part of the professional or social work services half-day workshops for participants could be organised in collaboration with external speakers and / or the local educational staff.
  2. Additionally and alternatively, a targeted cross-cultural cooperation and exchange within the local teams or meetings could be implemented (on a regular basis or in thematical blocks).
  3. A cross-cultural consultation service could be set up for participants, mentors and local staff on a regular basis. If it works, in the second year this service could be opened or expanded for third parties: internship companies, job centers, wider social environment.
  4. One or more cross-cultural modules could be offered for mentors.
  5. Workshops could bei organised on a local or regional level with the participation of transnational experts.
  6. The offer could be made for mentors, to organise collegial consultation or supervision involving the INPUT experts on a regular or sporadic basis.
  7. A public event per action or per project partner involved could be envisaged.
  8. The local teams are actively involved in researching good practice, in the selection of transnational experts, in the preparation and design of such transnational workshops, study tours as well as in the targeted control of the transnational experts‘ missions to the local project activities.


Suggestions of the meeting with transnational experts in Lille

The following suggestions, collected during the İNPUT meeting with transnational experts in Lille in Juni 2011, may be taken up and pursued:


  1. Functioning and organization of client-oriented cooperation in the „missions locales“.
  2. Community-oriented approaches to employment promotion
  3. Continuous accompaniment of disadvantaged young people with migration background
  4. Mentoring projects
  5. Migrants as mentors in the work promotion of people with migration background
  6. Resource-oriented biography work with unemployed young and elderly people
  7. Local and regional networking of work promotion
  8. Cooperation between stakeholders in the field of work promotion and case management
  9. Cooperation with small and medium sized enterprises (SMEs) in the promotion of employment of migrants and ethnic minorities
  10. Methods of empowerment
  11. Culturally sensitive work promotion
  12. Collaboration with the family and the social environment in promoting the work of young people with migration background
  13. Intergenerational approaches in promoting the work of young people with migration background
  14. Intercultural training of actors and stakeholders in the field of work promotion
  15. Educational theatre and cultural educational methods in the promotion of employment of young and older people
  16. Development of work and life projects for young people with and without migration background
  17. Sustainable forms of intervention in case of multiple deprivation of young and elderly people without work
  18. Development of a master’s degree programme „Management of governance, local innovation and social concertation“



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