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Conversations on Competences: Eight portfolio projects for Lifelong Learning, Employability, and Learning Organizations CONVERSATIONS Montreal, May 5th, 2008, SAT A conference day of dialogue, organized
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How to fill out conversations on competences

01
Start by identifying the competences that are relevant to the conversation.
02
Prepare a list of questions or prompts that can help guide the conversation.
03
Create a comfortable and open environment for the conversation to take place.
04
Begin the conversation by discussing each competence and asking specific questions about it.
05
Actively listen to the responses and provide feedback or ask follow-up questions when necessary.
06
Take notes during the conversation to ensure accuracy and to refer back to later.
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Summarize the main points discussed at the end of the conversation.
08
Follow up on any action items or additional steps that were identified during the conversation.

Who needs conversations on competences?

01
Managers or supervisors who want to assess the competences of their team members.
02
Human resources professionals who need to conduct competency assessments during hiring or performance evaluations.
03
Individuals who want to evaluate and improve their own competences.
04
Organizations or educational institutions that want to track and measure the competences of their employees or students.
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Coaches or mentors who want to have structured conversations on competences with their clients or mentees.
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