Post 16 e learning practitioners conference 2004
This presentation is the property of its rightful owner.
Sponsored Links
1 / 19

POST-16 E-LEARNING PRACTITIONERS’ CONFERENCE 2004 PowerPoint PPT Presentation


  • 44 Views
  • Uploaded on
  • Presentation posted in: General

POST-16 E-LEARNING PRACTITIONERS’ CONFERENCE 2004. BREAKOUT 4 1.30pm – Tuesday 30 November 2004. E9. SELF MANAGED LEARNING: MAKING PERSONALISATION REAL. IAN CUNNINGHAM Strategic Developments International and the Centre for Self Managed Learning [email protected] TRENDS.

Download Presentation

POST-16 E-LEARNING PRACTITIONERS’ CONFERENCE 2004

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Post 16 e learning practitioners conference 2004

POST-16 E-LEARNING PRACTITIONERS’ CONFERENCE 2004

BREAKOUT 4

1.30pm – Tuesday 30 November 2004

E9


Self managed learning making personalisation real

SELF MANAGED LEARNING: MAKING PERSONALISATION REAL

IAN CUNNINGHAM

Strategic Developments International and the Centre for Self Managed Learning

[email protected]


Trends

TRENDS

  • Customisation - design product to suit customer - learning aboutthe customer

  • Personalisation - customer ‘co-creates’ product or service or capability - learning with the customer


Approaches to development

APPROACHES TO DEVELOPMENT

  • Standardise

  • Customise

  • Personalise


Skills solutions subjects specialisations systems

THE START OF LEARNING

SkillsSolutionsSubjectsSpecialisationsSystems

Persons

Problems

Processes

Patterns


Post 16 e learning practitioners conference 2004

Goals

Hudson

Uses of e.g.a brick or paper clip

GOAL OF 25 USES

65% success

NO GOAL - AS MANY AS YOU CAN

7% achieved 25 uses


Learning goals

Social/

emotional

LEARNING GOALS

Technical.

Skills.

Physical

development

Career/life


Learning agreement

LEARNING AGREEMENT

Where have I been

Where am I now

Where do I want to get to

How will I get there

How will I know if I have arrived


Learning agreement1

LEARNING AGREEMENT

Integrate

Individual

and society

Career

and current

learning

Outside

and

inside


Post 16 e learning practitioners conference 2004

LEARNING CONTRACT

B M - Z France -

April 2001

PAST

NOW

OBJECTIVES

HOW TO ACHIEVE

HOW TO MEASURE

Personal background

Degree of Political & Social

Sciences

- University of Lausanne -

(Switzerland)

Z FRANCE

Since March 99

. Internal « Change Manager »

according to TQM approach.

. For 2 years I have been

training the whole Z people

according to a « family » &

« core cascade » approach

. Now I am working on the

improvement of the key

business process and on the

« new look » management.

. External trainer & consultant

onTQM concepts, tools &

methods.

1. As I am not coming from

the Insurance world,

I have to build & to

improve my knowledge

about:

. Insurance culture

. Z culture

. Insurance language &

vocabulary

. Insurance functioning

(Z & competitors)

2. I want to participate actively

to the development of New

Z

. Planning to meet specifically

each Z manager in every

segment of the insurance

business

. Number of managers met

versus the planning

. Working hard on the improve-

ment of the business process

(I began yet)

. Number of key process:

. designed

. improved

WORK

XEROX

1973 to 1978: Salesman

78 to 85: Sales manager

(different levels)

85 to 88: Training manager

on TQM* (Total

Quality Managt)

after a 3 month

training session

at Xerox HQ in

Rochester (USA).

88 to 99: internal & external

consultant on TQM

*« Simply worldclass » is

typically a TQM approach.

. Working very close to the

Human Resources

. Number of HR process

implemented (eg: recognition

employee development,

management development,

assessment etc…)

. Meeting other Insurance

organizations

. Number of competitors people

met

. Assuming and implementing

fully and efficiently my

« internal consultant role ».

. Number of specific

« consultant » tasks.


Learning group

LEARNING GROUP

Human

Capital

Social

Capital

Individual

development

Collective

development


Post 16 e learning practitioners conference 2004

JRL

Versus

W O T


Needed qualities

NEEDED QUALITIES

BRAIN – reasoning, ideas, vision, focus

EYES/EARS – sensory data, input

HEART – feelings, trust

MOUTH – communication, output

ARMS/HANDS – action, skills

GUTS – will, energy, power

LEGS – movement, dynamism

FEET – connection, grounding


Post 16 e learning practitioners conference 2004

Group

Learning group report


Post 16 e learning practitioners conference 2004

Good fun

Sources

to help us

Set time

Keeps your interest

Help each other

Could do projects

Our group

Learning group


Post 16 e learning practitioners conference 2004

  • Time out to reflect on what is happening

  • Makes you think more seriously about your goals

  • Talking about your ambitions makes you realise them and develop them

  • Hearing others achievements motivates you into realising your own goals


Our motto

OUR MOTTO

Using

each

other

to

realise

our

goals


Developing a learning community

DEVELOPING A LEARNING COMMUNITY


Post 16 e learning practitioners conference 20041

POST-16 E-LEARNING PRACTITIONERS’ CONFERENCE 2004

BREAKOUT 4

1.30pm – Tuesday 30 November 2004

E9


  • Login