B.Y.O.L .Bring Your Own Learning

Gus Prestera gus@presterafx.comA J&J Professional Development Month Mini-SessionOctober 20, 2015

What Millennials Can Teach Us About Self-Development

competencies

pipel ine

bench streng

thperformance

mentoringlearning

improving the capabilities and performance of leaders and their employees

Gus PresteraConsultant | Instructor | Entrepreneur

• 20 years experience developing workers and their leaders

• MBA and PhD Instructional Systems with Leadership Development focus

• Specialties:– Leadership Development– Professional Development– Organizational Development– Blended Learning

• eMail: gus@presterafx.com

Blended online curriculum covering:

• Budgeting

• Rate structure

• Scoping

• Costing

• Pricing

• SOW Writing

• Estimation Models

• Proposal Writing

• Proposal Presentation

• Negotiation

Prestera Academyhttp://academy.presterafx.com

Prestera FXhttp://www.presterafx.com

What does your professional development

consist of today?

seek out feedback

untethered yet always connected

learn to learn

yo g u seen my sick app all the time,

any time, anywhere

learn by figuring stuff

out

What does professional development look like for Gen-Y?

Are learning resources

scarce?

Mia

Social Media

News Outlets

Trade OrganizationsTrade Journals

abundance of content

scarcity of time

Where can you find 5 – 20 minutes to learn something new?

M i c r o L e a r n i n g

Action Plan

Or you could OneNote it

Identify 1-3 opportunities in your schedule for some micro learning.

Identify 1-3 sources of micro learning content that work for you.

How many mentorsdo you have?

Naomi

MyDevelopment Network

My Manager

My Manager’s Manager

Nancy in Finance

Professor from alma

mater

Colleague from

associationUncle

Jim

Former Manager

Former Peer

Current Peer

Carly in HR

The Many Faces of Mentoring

Informal 1:1 Mentoring

Formal 1:1 Mentoring

One-to-Many Mentoring

Peer Mentoring

Mentoring Circle

Situational Mentoring

Goal-Based Mentoring

Reverse Mentoring

Executive Sponsor

Where can you find mentors?

Action Plan

be a mentorpay it forward

Identify 1-3 development needs that could be addressed through mentoring.

Identify 1-3 places where you can find a good mentor.

1. “I learn in order to take on tasks”

2. “I take on tasks in order to learn”

Gus

“I’d love a vegetable garden.”

“I’d love a real vegetable garden.”

Mae’s Raised Garden Bed

Formal education, training, resources

Coaching, mentoring, feedback/reflection

On-the-job experiences

from Experience from Others from Study

Workshops eLearning Webinars Degree & certification courses Books & articles Videos Industry Conferences Local seminars Websites, blogs, magazines

Manager coaching After Action Reviews Being mentored Peer mentoring Learning circle Executive sponsor Community of practice SME networks 360 feedback Customer feedback Tracking performance metrics

Special assignment Leading projects Shadowing Job swap Job rotation

10%20%

70%

Action learning Cross training Interim position Benchmarking Being a mentor Committee Being a trainer Increased scope of

responsibilities

Types of Development Actions

70:20:10

Refer to: Lombardo, Michael M; Eichinger, Robert W (1996). The Career Architect Development Planner (1st ed.). Minneapolis: Lominger.

Morgan McCall: Center for Creative Leadership (www.ccl.org)

RISK

REW

ARD

Take a course

Job rotation

Get a mentor

Fear of failure sometimes causes us to play it safe, which often leads to being

overly-reliant on formal study

Push yourself to take on greater risk

and tougher challenges, going

beyond your comfort zone.

Action Plan

learn by doing

Identify 1-3 challenges that would push you to learn a new skill

For one of those challenges, identify 1-3 milestones

Do you want feedback or just praise?

Caleb“I know giving candid feedback can

feel uncomfortable, but I would really appreciate it if you could share your

thoughts with me.”

“I’ve been working here three months and haven’t received any feedback.

Do you value my contribution?”

A

B

Self-Correction requires that you:

Seek out feedback

Give permission

Accept feedback graciously

Reflect critically

Make small adjustments

Action Plan

feedback is a gift

Identify 1-3 people you could ask for feedback

Identify 1-3 other sources of feedback that could help you reflect

How long does it take to learn something useful?

Step 1

First comes the idea

Step 2 Get Specific(identify a Competency)

Step 3 Make it Measurable (identify a Target)

Step 4

Step 5

Step 6Make it Time-bound(set Target Dates)

Make it Realistic(identify Resources needed)

Make it Achievable(break it down into Milestones and Tasks)

Skyler

Learn Smarter!

Josh Kaufman on TEDx TalkThe First 20 Hours -- How to Learn Anythinghttps://www.youtube.com/watch?v=5MgBikgcWnY

1. Deconstruct the skill

2. Learn enough to self-correct

3. Remove practice barriers

4. Practice at least 20 hours

Key Points

Action Plan

now commit!

Specific: Identify a specific competency you want to develop

Measureable: Identify a specific target…an experiential challenge

Achievable: Break your journey up into smaller milestones and specific tasks

Realistic: What resources will you need? Time, money, equipment, etc.

Time-Bound: Put dates to your milestones and tasks

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