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This workshop equips agricultural advisors with practical tools and strategies to enhance their knowledge exchange and professional networking. Building on insights from the modern AKIS and ATTRACTISS projects, participants will discover innovative methods such as interactive innovation modules, toolboxes, and digital platforms like AKISconnect.

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Expert contributions will showcase tools for knowledge transfer and collaboration. Interactive sessions will allow advisors to evaluate these tools, share best practices, and identify needs for effective peer-to-peer and digital networking. The workshop provides actionable solutions to support advisors in strengthening their impact and connections within the AKIS community

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Networking

New needs

Information access

Value in training opportunities, cooperation, and access to research results

Sources of knowledge: online events, face to face, exchanges with colleagues

Obstacles: lack of time, lack of knowledge

Access to expertise is good

Future topics:

Digitalisation, smart farming, new technologies

Digital communication, social media, online marketing

Farm management and organisational Innovation

Quality assurance, food safety, traceability

Renewable energy, ressource efficiency

International knowledge and inspiration

Networking: projects, excursions, personal exchange

Methodological skills important (one to one, telephone...)

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6 years project

Impact --> support

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Soft skills

Innovation: interactive process, multi actor, collaboration

Not just personal traits but skillset

Conditions, tools and methods

3 cases

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Improving climate-smart farming advice

7 year project 2023-2030

Climate Smart Advisors

Project rationale: no one-size fits all = wicked problem, 12 general topics

Peer experience and learning

European level network 27x

Country level network

CoP= Groups of people who share a common concern and they want to learn how to do it better by interacting

--> one trained Coach (one week, soft skills), they meet regularly for 2 years

Domain - practice - community

Growing the Cop in 4 waves, bottom up approach

Requirements: plan, meet 8 times in 2 years, evaluate activities

Instruments: online documentation (website), CoP evaluation, CSA Capacity assessment tool, dynamic learning agenda

Diverse set of CoPs (domain very specific to very general, (in)tangible outcomes, role playing/farm visits...

Evaluation survey:

Strengths - overall satisfaction

Weakness - more attention to societal context and practical methods, lack of time and budget

Tips for coaches: training, clear goal, mixed methods approach, structured meetings, exchange between CoPs, collect outcome of meetings

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1) Time is one of the main obstacles for participating in trainings.

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1) Time is one of the main obstacles for participating in trainings.

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Concept of job shadowing, sometimes easier to do, in public organisations more difficult

Training is "a waste of time", when presentation is boring, hybrid trainings, invite different researchers, obligatory trainings, evolving training scheme, farmers and advisors, regional training, mentorship for advisors

Meetings 4/year, present and online

Regional knowledge managers in Finland, monthly 45 min sessions online, Estonia training plan for advisors (soft skills), new advisors to the system

Netherlands: certified, stimulate skillset and to promote learning

Every 6 weeks sparring session, specific trainings and farm visits, studying for points / points system

Networking not for points but very important

Ukraine have a growing system, not yet there, Poland as well, they want to learn from established systems

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2) How do you integrate the results and opportunities from international projects in your organisation and HR development?

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2) How do you integrate the results and opportunities from international projects in your organisation and HR development?

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Cross visits, language barrier, translator, videos and texts as well, specialized translator for agri topics, connecting with students, involve them and learn from younger generation

Going abroad for training not so easy (cultural/ mindset reasons), role of manager, motivating people in a different way in different countries, conferences and short term courses (university), webinars with university, participation lower than views on YouTube, struggle to connect offices, white calendar with EU projects and timetable, research and practice together - service, results is provided in project proposals

More advisors to international projects, bigger picture and what is best for the region, adapting bigger picture, not always necessary to lable it with EU, EU seems so far away from regional needs, big need for adaptation, price tag on the adaptation? How to finance that and how to change mindset to pay that ?

Visit other countries and bring experience home, Netherlands a little bit arrogant, closed country, tend not to look across the boarder, obliged to share your knowledge!

Wageningen University very international, share your knowledge with everyone, especially farmers

Latvia initiatives to send young advisors to other countries, excells their energy and opens them up, returning home they are enthusiastic

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3) What instruments for training and peer-exchange have proved most successful among your advisors?

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3) What instruments for training and peer-exchange have proved most successful among your advisors?

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Best ways from CoP, best practice examples

Ukraine: shares visits important and organised by advisors, new knowledge and shares experience

Netherlands: peer to peer and many other tools, certain and popular tools, accreditation gets more important, share knowledge with others

Latvia: interest groups, like CoPs, process more important than end goal

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I'm in policy making and we never tried the methods for collecting ideas. I'll have a look into the attractiss tool box !

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Don't ask what do you do and who do you work for - ask what's your favourite food, find a mutual basis, try it with fruit or favourite cakes and start the work related conversation.

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What is environment, tradition, and how do we help the next generation with the process of change management?

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CoP & climate, strategic, and operational, specificities?

Approach is very practical, need of knowledge for advisor, needs to be related to climate smart advisory, climate farm demo, research stations, but it's very broad, CSA and CoP depends on composition

Both communities can be contacted

Finland: members in both, experience: lack of time, need to combine soft skill and knowledge otherwise you can have all the technical knowledge in the world, not useful if you cannot transfer it to people

Sneak in the soft skillset, small scale

Constant learning by doing

Germany: CoP, plan but what do we do with the farmer? Advisors as linkage

Motivate and inspire advisors