Acting as a lecturer in vocational education requires a good knowledge of the needs of working life. In order to meet these needs, the teacher must have experience in the techniques related to the field and in managing the use of machines. The industry is developing strongly, both in terms of new machines and tools, and requires continuous training. On my part, my long work experience in various tasks in the field has given me a good basis for acting as a teacher and instructor for both young and more experienced students. A teacher combines both pedagogy and management. For myself, I rate professional competence 10 and leadership 8. Development requires continuous training, which is well offered to professional teachers, and the trainings are versatile.
Disturbance handler, Negotiator, Leader:
These three qualities are emphasized when working as a professional lecturer. You must be responsible for your own education sector, be able to negotiate the opportunities offered by different employers, the working life periods offered to students, and know how to lead students to the right, personal path. As a teacher who has developed myself after this year, I have gained more experience in the field of work with international students, and my language skills have improved from the current level, in addition, I have gained experience in the opportunities offered by employers and in their industries.
Leadeship in vocational education
Leadership in vocational education requires a unique set of skills and qualities. Vocational education, also known as career and technical education (CTE), prepares individuals for specific occupations or trades, and leaders in this field must be able to provide effective guidance to students, educators, and employers. Here are some key elements of leadership in vocational education:
Vision: A strong vocational education leader must have a clear vision for the future of the program, the students, and the community. This vision should be communicated effectively to all stakeholders and should be aligned with the needs of the industry and the labor market.
Collaboration: Collaboration is essential in vocational education, as educators, employers, and industry experts must work together to provide students with the skills and knowledge they need to succeed. Leaders in vocational education must be skilled at building and maintaining effective partnerships with these stakeholders.
Curriculum development: Vocational education leaders must be able to develop and implement curricula that meet the needs of the industry and prepare students for successful careers. This requires a deep understanding of the skills and knowledge required for specific occupations, as well as the ability to stay current with trends and changes in the industry.
Instructional leadership: Vocational education leaders must be able to provide effective instructional leadership to educators, supporting them in the delivery of high-quality instruction that meets the needs of diverse learners.
Innovation: As with any educational field, innovation is critical in vocational education. Leaders in this field must be able to identify and implement new approaches, technologies, and strategies that can improve outcomes for students and prepare them for success in the workforce.
Advocacy: Finally, vocational education leaders must be strong advocates for the field, promoting its value and importance to students, parents, educators, employers, and policymakers. This includes advocating for funding, resources, and policies that support the growth and success of vocational education programs.
Knowledge sharing in team work
Knowledge sharing is a critical aspect of effective teamwork. When team members share their expertise and insights, it can lead to better decision-making, improved problem-solving, and a more productive and innovative team. When team members share their knowledge and experience, they can collectively identify and address problems more effectively. Knowledge sharing helps team members learn from each other and avoid making the same mistakes. This can save time and resources. When team members bring their unique perspectives and ideas to the table, it can lead to more innovative solutions and approaches. By sharing knowledge and supporting each other, team members can build stronger relationships and trust. When team members have access to the knowledge and expertise they need, they can perform their roles more effectively and efficiently.
However, there are also challenges to effective knowledge sharing in teamwork, such as lack of trust, communication barriers, and time constraints. To overcome these challenges, team leaders can create a culture of open communication, encourage active listening, and provide opportunities for training and development. Additionally, team members should be encouraged to share their knowledge and expertise freely and be recognized and rewarded for their contributions.
Knowledge sharing manager – employees context
In an organizational context, a knowledge sharing manager plays a critical role in facilitating knowledge sharing among employees. The knowledge sharing manager can help establish a culture that encourages and supports knowledge sharing. This can include providing training on effective knowledge sharing practices, recognizing and rewarding employees who share their knowledge, and promoting a sense of community among team members.The knowledge sharing manager can identify individuals within the organization who have specialized knowledge or skills and encourage them to share their expertise with others. This can be done through mentoring programs, presentations, or other forms of knowledge transfer.The knowledge sharing manager can leverage technology to make knowledge sharing easier and more efficient. This can include implementing a knowledge management system, creating online forums or communities of practice, or using collaboration tools to facilitate knowledge exchange.The knowledge sharing manager can provide feedback to employees who share their knowledge and offer support to those who may be hesitant to do so. This can include recognizing and rewarding employees who share their knowledge, providing opportunities for skill development, and creating a safe environment where employees feel comfortable sharing their ideas and insights.
Overall, a knowledge sharing manager plays an important role in creating a culture of knowledge sharing and facilitating the exchange of expertise and insights among employees. By encouraging and supporting knowledge sharing, organizations can improve their performance, innovate more effectively, and enhance employee engagement and satisfaction.
Timo Ahonen 
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