During the previous years, Vita Nativa's key staff had attended several Erasmus+ Training Courses, some of them organized by their partners. They realized that coordinating a European TC could be beneficial as an opportunity for building capacity for the coordinating organization. Considering their good personal relationship with the partners involved, the motivation to improve the youth work capabilities of their partners and their organizational capacity, as well as to contribute to the enhancement of European youth work, they decided to build a partnership and work together and apply for this project. Mainly three partners directly collaborated in the present application: Vita Nativa, Boodaville, and HYP. New Methods to empower and engage youth were a hot topic in youth work. Project partners shared the need for useful resources and methods. Conventional methods seemed to fail to motivate and engage young people in activities targeted to them. Youngsters appreciated new activities, putting pressure to come up with activities both entertaining and meaningful. From their experience, youth workers could suffer a creativity burnout and had difficulties developing new effective activities that motivated youth. This was the need they wanted to tackle. They looked at the business world for some inspiration. A poll carried out in 2010 by IBM identified creativity as the No. 1 "leadership competency" of the future [1]. However, a study made by Adobe [2] showed that only 1 person out of 4 believed they were living up to their own creative potential. They named this issue "Creativity Gap." How successful business companies enhanced the creativity of their employees in their sectors? The most famous example was from Google: managers highlighted this idea [3]: "We encouraged our employees, in addition to their regular projects, to spend 20% of their time working on what they thought would most benefit Google. This empowered them to be more creative and innovative." That 20% time was used to incubate Gmail or Google News, among other projects. They believed they could learn from their approach. This project intended to offer youth workers an analogy to the previous example aiming to generate positive results. Thus, they wanted to allow youth workers involved in their organizations to gather and dedicate time focusing on creativity and innovation to come up with new "Seeds": activities and tools applicable in their daily work, sharing their knowledge and skills with others, also having the chance to test those resources and get feedback from experienced trainers so that they ended up having new resources ready to be used. The main aim was to create the space, time, and a safe environment for youth workers to develop their facilitation skills related to youth empowerment and develop and replicate innovative activities that could be used in their daily work with youngsters. Testing them on the spot and getting feedback would increase their future applicability. They emphasized throughout the project the need for highlighting ways to engage young people in climate change and environmental crises. They took advantage of the experience of Vita Nativa's conservation projects in Olhão, by explaining a real-life example of how young people reacted to different narratives and experiences regarding environmental issues in general and wildlife in particular. Their objectives were: To evaluate personal competencies of 27 youth workers and further develop them in a safe training environment. To increase the awareness of 27 youth workers about their own values, beliefs, attitudes, and behavior, about cultural and self-expression (considering the use of voice, intonation, body language, gestures, positioning, use of space, mimics, graphics, handwriting, etc.) and about own communication patterns in various (learning) settings. To underline the climate and environmental crisis as a transversal issue to be integrated into youth work. To explore individual personal styles, ethics, approaches, etc. in non-formal contexts of 27 youth workers. To create and develop non-formal learning methods. These objectives have been successfully achieved since the feedbacks were possitives and the TC provided the space for generating new ideas, as well as exchanging and sharing methods. Inspiration, creativity and personal/professional development took place during the 10 days in Monte Mariposa.