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Professional Development Competency Training—Continuous Learning

Professional Development Competency Training—Continuous Learning. Objective. To develop a deeper understanding of continuous learning qualities , skills, and behaviors in support of individual and institutional growth. Agenda. Competencies How do we learn? How do I learn ?

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Professional Development Competency Training—Continuous Learning

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  1. Professional Development CompetencyTraining—Continuous Learning

  2. Objective To develop a deeper understanding of continuous learning qualities, skills, and behaviors in support of individual and institutional growth.

  3. Agenda • Competencies • How do we learn? • How do I learn? • What am I learning? • Where should I focus my learning? • My next steps

  4. Competencies • Champlain College Professional Staff Career Competencies: Fundamental to the successful implementation of our 2020 Strategic Vision. Needed for every staff member. • Functional/Job Competencies: Capabilities needed in order to successfully perform current or future job responsibilities (i.e. marketing, finance, education, technology, etc.). • Leadership Competencies: Needed for successful leadership of a team of individuals.

  5. Continuous Learning Scale

  6. What have your learned lately?

  7. Learns from Available Opportunities • Self-assesses against standards for current position to identify learning needs.  • Takes advantage of learning opportunities provided (e.g., courses, feedback from supervisor or peers) to meet requirements of current job.  • Reflects on completed activities, identifying what worked well, what didn't, and how to improve own performance.  

  8. Seeks Learning Opportunities • Requests additional feedback to clarify learning needs.   • Follows-up on issues to maintain knowledge and skills.  • Seeks coaching in areas where techniques are rapidly evolving.   • Continually acquires and applies new knowledge and learning to improve job performance.  

  9. Implements Self-Direct Learning Plan • Gathers information from varied sources to identify own strengths and weaknesses in current position.   • Identifies and plans learning targeted to specific developmental needs in current position.   • Monitors progress in meeting learning goals and updates learning plan as needed.  

  10. Expands Own Skillset for Current Job • Stays abreast of emerging trends in own area, identifying emerging new requirements.   • Pursues challenging experiences beyond customary role or area of expertise to add value in current area.   • Strategically undertakes learning activities that, while not obviously linked to current position, ultimately provide contacts and content that will impact significantly on current work.  

  11. Focuses Learning on Future Needs • Continuously scans environment to keep abreast of emerging developments in the broader work context.   • Undertakes development opportunities to meet future organizational needs beyond own area.  

  12. Learning Styles Inventory David Kolb Ph.D.

  13. How Do I Learn?

  14. Level 1 Learning—Jumping In!

  15. Chris Argyris Harvard Business School

  16. Single Loop Learning What am I learning?

  17. Double Loop Learning What am I learning about what I am learning?

  18. Single Loop Learning • Assumptions • Strategies and Techniques • Results Double Loop Learning

  19. Level 1 Learning Questions • How am doing in my role? Do I know everything I need to know to be successful? What more do I need to learn? • What groups/committees/meetings/learning opportunities do I attend? What others could I benefit from? • How have I gotten better this year? What am I using to measure my progress?

  20. Level 2 Learning—Seeking Feedback

  21. Johari Window Known to Self Unknown to Self Known to Others Blind Spot Open Hidden and Avoided Creative Unknown Unknown to Others

  22. Level 2 Learning Questions • When was the last time I requested feedback? From whom? How did I apply that feedback? • What new system or process has come up in my area? How have I gained to skills or knowledge in this? • What areas of my job to I need to get better at? What is my plan to improving?

  23. Level 3 Learning—Planning the Work and Working the Plan

  24. Level 3 Learning Questions • What am I good at? What could I do to be even more effective? • If I were to become excellent in my current role, what would I need to learn? • How do I keep track of progress?

  25. Level 4 Learning—Trends and Opportunities Pay attention to trend lines not just headlines

  26. Learning Antennae

  27. Learning Antennae 2.0

  28. Level 4 Learning Questions • What are the trends in my field? Who are the leaders? What is my antennae picking up? • What new initiatives am I engaged in? What new projects am I being asked to participate in? • Given the changes in my field, what skills, relationships, connections do I need to develop? How will I develop those?

  29. Level 5 Learning—Think Bigger

  30. Core ConceptLevels of System

  31. The Industrial Age approximately 1750 Productivity rises exponentially

  32. The Information Age approximately 1950 Information becomes ubiquitous

  33. The Conceptual Age approximately 2000 Patterns, opportunity, subtlety, and empathy Concept of Conceptual Age: coined by Daniel Pink Chart: Strategic Learning: Willie Pietersen

  34. Level 5 Learning Questions • Where do I get my information? What is happening in the world that might inform my work? • Do I take time or make space to think? • What was the last big idea that I brought to my leader?

  35. Closing One new opportunity you will seek out in the next month.

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