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Enhancing Learning Through Reflection: The Reflective Learning Method

Reflective Learning is a method that promotes behavioral change by engaging participants in interactive group discussions. It caters to different learning styles, focuses on key issues through personal sharing, and uses engaging materials like videos to create a personal learning experience. The goal is to internalize learning through structured engagement, with a focus on 'risk normalization' and 'situational awareness'. This session, centered on a maritime theme like mooring safety, aims to support contractors and upskill engagement leaders. The typical 70-90-minute session encourages participants to identify barriers, engage in group discussions, commit to personal actions, and collect feedback for improvement. The rollout plan includes pilot tests, training sessions, and continuous management support to ensure the effectiveness of Reflective Learning.

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Enhancing Learning Through Reflection: The Reflective Learning Method

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  1. Reflective Learning

  2. What is Reflective Learning? Learning from each other METHOD THAT CREATES BEHAVIOURAL CHANGE REFLECTIVE LEARNING • WHY? • Cater for different styles of learning • Focus on identifying what is important • Highlight issue through personal sharing • WHAT IS IT? • Facilitated interactive group discussions • Through simple and engaging materials (video!): make a personal experience SAVE LIVES! FOCUSON KEY THEMESFOR ALL EMPLOYEES • IT’S NOT ABOUT WATCHING A VIDEO!

  3. Research on reflective learning concept

  4. Background • Challenges • Penetration of Learning • Effectiveness of Learning • Aim • Make Learning From Incidents more effective by supporting people to internalise the learning using a structured engagement method • Strategic objectives • Introduce reflective learning using a maritime theme (mooring) • Focus on ‘risk normalization’ and ‘situational awareness’. • Support the maritime contractors in focusing on the mooring safety campaign in Q4 2014 • Up skill engagement leaders by improving group discussion skills

  5. Typical session • Ideally 20 participants, maximum 30 participants • Session is about 70-90 minutes (This is a large investment of people’s time, so it must be taken seriously to prepare well and follow up) • Welcome and safety brief – 5 minutes • Introduction – 5 minutes • What are barriers? – 5 minutes • Video part 1 & group discussion – 15 minutes • Video part 2 & group discussion – 20 minutes • Video part 3 & group discussion and team action – 15 minutes • Video part 4 & Personal action commitment – 5 minutes • Collect actions & Wrap up

  6. Video – high level

  7. Reflective Learning on Mooring Learning from each other

  8. Welcome

  9. Agenda • Welcome and safety brief – 5 minutes • Introduction – 5 minutes • What are barriers? – 5 minutes • Chronic Unease? – 10 minutes • Video part 1 & group discussion – 15 minutes • Video part 2 & group discussion – 20 minutes • Video part 3 & group discussion and team action – 15 minutes • Video part 4 & Personal action commitment – 5 minutes • Collect actions & Wrap up

  10. What are barriers? Hazard: Flammable material Safety Policy Barriers Hazard Procedures Example: Activity: Doing Hot work Permit to work Alarms PPE Incident Holes in barriers FIRE

  11. Chronic Unease • Video

  12. Line of Fire • Video

  13. Video • Link to Video

  14. Team Action Type Team Action at end of discussion part 3 Team members:

  15. Personal Action Commitment • Submit your personal action commitment forms

  16. Steps to Success • Identify a focal point in the contractor organisation • Ensure right level of leadership has been engaged in the organisation • Identify groups that would be suitable for the session (on vessels, in training centre, etc) • Identify who would facilitate these sessions (Captain, senior officers, fleet trainers) • Provide session facilitators, training on group discussion skills ( e-learning and F2F) • Plan and carry out reflective learning sessions using trained facilitators • Ensure session details, Team and personal actions are sent to focal point • Management review team actions to understand issues or provide support • Management remind and encourages staff to commit to their personal actions • During management visits test that team actions and personal actions are done

  17. Roll out plan • Jun 2014: Reflective learning video and facilitator aids ready • Jun – Aug 2014: 1 Pilot in each region with contractors (7 in total) • Jun – Aug 2014: Engage maritime focal points to prepare for roll out in Q4 2014 • Sep 2014: Review feedback from Pilot test and prepare for roll out to contractors • Q4 2014: Roll out Reflective learning

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