When I provide management internship for members of executive MBA program, I
take advantage of the action learning approach in which a learning set five to
six met as comrades in adversity to dialogue the problem they need to work on.
The social process provides opportunity to clarify their own thinking and
sharpening the focus of the change. The sharing of experience also helped to
build support for them to be agents of change. My role changes from that
directing to delegating as maturity of the set develops. You mention that the
new idea is to have all meet in a seminar once a week. I am not sure how large
is your group. It needs a process, a nourishing relationship, a group's support
and challenge to make the internship experience meaningful.
The following may give some ideas on the process I talked about if you
wish to go for that direction.
Pun, A.S.L. and Thomas, I. (1990). From Teaching to Learning: An
Approach to Trainer Development. Industrial and Commercial Training,
22 (2), 9-16.
Aaron PUN, Ed DPhil
Sr Training & OD Consultant
City of Toronto
______________________________ Reply Separator _________________________________
Subject: Internships
Author:
COOLIDGEROAD@worldnet.att.net at MTMETM04
Date: 1/20/98 10:31 AM
At our college, management internships are currently done on an
individual basis, i.e. one faculty member agrees to be a student's
advisor for the project. The two set up their own schedule of meetings
and agree on the academic component of the experience. We are
considering changing this into an internship seminar where all
management interns would meet with one faculty member in a seminar
format once a week.
Do any of you have experience in conducting such an internship seminar?
How do you structure the experience? Do you use any texts or assigned
readings? Any advice would be appreciated.
Carol Harvey
Assumption College
COOLIDGEROAD@worldnet.att.net