Movement Strategy/Recommendations/Invest in Skills and Leadership Development/ja

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This page is a translated version of the page Movement Strategy/Recommendations/Invest in Skills and Leadership Development and the translation is 60% complete.






  • ローカルのコミュニティとその参加者、そこに所属する各種組織を対象として、体系的でグローバルなアプローチを構築し能力開発を進めます。そのためには以下のことが必要です:
    • 資産とニーズをマッピングして集計データを作成する方法論を確立、真のニーズに基づいた能力開発の取り組みを展開。
    • 学んだり教えたりする技能を得るため、ウィキメディア運動を横断する仲間同士のつながり/マッチングを促進するサービスを確立。(例:相互学習、ネットワークづくり、目的に共感したりパートナー組織の情報を集約)。
    • 多様な方法を奨励して研修や指導役(メンタリング)、相談や助言、オンライン学習、ピアツーピア・サポート、イベントなどを進めること。
    • (オンライン・オフラインを問わず)技能開発の奨励策を設けて(インセンティブ)、(バッジ承認制度などの)技能の認定を見える化すること。
  • 整然としていてグローバルに調整済みのリーダー養成計画を策定すること。その要件とは:
    • それぞれの文脈に応じて必要な技能ごとにリーダー像を理解し理想づくりの手順を確立すること。
    • 既存のボランティアの関与に基づいたツールもしくは手順を実施して、コミュニティ内部からリーダー候補探しができるよう補佐すること。
    • 外部の社会運動からもリーダー候補の参加を呼びかけ、ウィキメディア運動を多様に豊かにしていくこと。
    • ローカルや地域のレベルで研修が受けられるようにして(例:オンラインや対面型)、それぞれのコミュニティに関連性が高いリーダーの技能を個人に習得してもらうこと。
    • 状況に応じて自治を促すように役割や技能の概要を決めておき、コミュニティに力を与える補佐が確実にできるようにします。
  • Invest in new or existing technological infrastructure which facilitates learning of skills through functional, collaborative, real-time tools and quality content. This requires:
    • A user-friendly, searchable, multilingual, multi-format, curated platform to host learning resources (e.g. tutorials, videos, online training, etc.).
    • Learning resources (e.g. “learning packs”) directed to individuals and organizations joining the Movement to encourage self-directed knowledge acquisition and development of skills within our practices and roles.
    • Learning packs required to understand issues that relate to scalability, sustainability and other areas considered in the Wikimedia Movement Strategy recommendations.

Procedures to evaluate the quality of learning content and to facilitate the transfer of knowledge at global and local levels.


Well-organized and well-established projects and groups have greater access to resources than others in our Movement. Linguistic, technological, cultural, economic, social, and other barriers prevent many stakeholders from accessing equitable opportunities and resources. Training topics in the past were not always selected based on community needs, and many proven methods and good practices for building capacity were not employed in our Movement. Much of the knowledge that exists in the people and organizations in our Movement is not tapped into for the benefit of peers elsewhere, while mentoring, coaching, online learning, and taking advantage of external expertise remain under-utilized.

Developing skills is also a matter of internal knowledge management. The platform MetaWiki has to date not been effective in allowing everyone access to high-quality learning materials and for connecting peers across the Movement for mutual learning and support. Newcomers face a steep learning curve and often get discouraged and leave, while seasoned Wikimedians are neither encouraged nor empowered to scale their contributions or share their expertise. Stakeholders are frequently isolated and forced to recreate work, instead of accessing, leveraging, and building upon existing capacities.

Leadership skills are key to building a Movement that represents global diversity. People who are active participants in various regions and contexts know what works well in their socio-economic, political, and cultural settings and are critical to the development of their communities. However, to date, we have not invested in formal training programs to develop volunteer leadership. This also aggravates the inequity of access to positions of responsibility in the Movement and makes it difficult for individuals from underrepresented groups to develop capacity. New leaders can bring a healthy rejuvenation to our Movement, prevent the concentration of power in a few hands, prevent the problems of burnout and drop out, and better represent our overall diversity.