Post on 24-May-2020
transcript
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2009 Compliance & Ethics Institute
Presented by Marsha H. Ershaghi : Practice Leader, LRN Education Solutions
Turning Values into Action: Experiential Learning
What is your # 1 Challenge?
• Keeping engagement in education
• Reaching the extended enterprise
• Keeping learning context global & local
• Keeping learning fresh and relevant
• Reaching & retaining next generation
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What if you could...
• Provide a highly engaging experience that impacts the heart and mind
of learner
• Engage learners in a continuous process of change (application,
practice, reinforcement)
• Offer flexible learning, blending mix of technology modalities
• Observe and support the learner in applying knowledge
• Impact change in attitude or behavior
Market Trends
Business Environment & Advance of Transparency
• Hyperconnected, transparent world casts a spotlight on how companies
conduct business - heightens need for communication & education
• Relationships with suppliers, resellers, alliances contractors, and employees
are complex – and often remote – but remain critical to achieve success
• New paradigm requires businesses to demonstrate not only legal
compliance, but ethical behavior educating the global workforce
• Employees now carry their workplace opinions, information and comments
into open forums including Twitter, Blogs, Facebook, LinkedIn and many
others
• Global operations amplify the complexity, risk and exposure
• Corporate reputation is increasingly connected to the behaviors of their
ecosystem extending beyond employees and contractors to their external
suppliers, distributors, resellers and agents creating a complex behavioral
challenge
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Market Trends: Learner is the new consumer
Explosion of Web 2.0 & Web 3d technology learning tools:
� Mobile
� Simulation
� Gaming
� On-demand
� Formal & informal
• Learners seek to be ‘Edu-tained
� Blend of analysis
� Critical thinking
� An element of entertainment
� Immediate feedback
� Practical application
� Personal relevance
Globalization’s Impact on Learning
Diverse Audience = Wider Perspective
• Changing how we work, collaborate and communicate
– Virtual Teams
– 24/7 Knowledge Transfer
• Creating a continually changing E&C learning space
• Transforming context today’s workforce performs in
• Leading and influencing behavior across a global community is
challenging
– Varied languages
– Diverse cultures, backgrounds and work ‘customs’
– Learning requires localization not just translation
– Values, approaches
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The Generation Effect
New generation entering the workforce
Gen Y or Millennials (1980-2000)
• Technology has transformed how this generation works, collaborates,
seeks knowledge.
• Seek stimulation & engagement
• Expect integrated media (streaming video, epistemic gaming)
• Expect organization to address different learning styles
• Expect brief & succinct learning
Enabling Learning
• How do learners learn?
• Why do learners learn?
• How do you make sure that learning sticks?
• Three core learning styles
• What Enables good learning?
– Discussion
– Practice and Application
– Collaboration
– Evaluation
• Learners gravitate towards learning styles that fit their comfort, style, or present a fit within their learning progression.
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Experiential Learning: Motivate the Learner
• Build on existing learner motivations – “What’s in it for ME?”
• Create challenge through risk
• Provide intrinsic feedback and measures of progress
• Adjust level of challenge to learner skills
• Focus on Behavioral Outcomes
– Expand user control whenever possible
– Build activities around real-world applications
– Avoid canned response mechanisms
– Incorporate direct manipulation of elements when possible
– Enable learners to master what they “do”
– Provide a learning design that takes into consideration interactivity, simulations and safe methods of ‘application’
Create Meaningful Learning Experiences
• Exploit the use of graphic elements to create distinctive and appealing
context
• Create challenge through risk
• Meaning and significance is a key attachment to new content
• Localize experience to learning goals, where possible (regional &
cultural contexts)
• Market trends reveal that most people rate learning successful not
because of what they learned but how the learning occurred
• Provide practice through refreshers and review opportunities
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Experiential Learning Supports
Values-Based Education
Considerations: Code of Conduct Program Development
� Time and attention is increasingly challenging their programs – multiple bite sized experiences are preferred to one lengthy course
� Multi-year programs requires creativity to eliminate course fatigue
� Tone from the middle is critical to truly changing behaviors as over
70% of employees look to their direct supervisor as their key influencer
� Specific risk areas require integrating live training as a compliment to
online learning solutions.
Turning Values into Action:
• Designing effective learning experiences:
� Know your audience
� Bring the learner into the storyline
� Tap into the interest of the student = relevance
� Use compelling scenarios (e.g. ethical awareness and decision making)
� Shift learner participation from passive to engaged.
� Leadership engagement
� Support informal learning
� Engage audience through dialogue and live interaction
� Offer learning experiences with time flexibility, and on-demand access
(less push, more pull).
• Design learning with the outcome in mind:
– Motivate the Learner
– Focus on Behavioral Outcomes
– Create Meaningful and memorable experiences
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Allow Your Audience To Find Itself In The Story
Stories bring relevance
Facilitating the stories increases the chances of knowledge transfer
• Experiential learning supports the knowledge transfer process by:
� Providing a highly engaging experience that impacts the heart and mind of learner and allowing the audience to find itself in the story
� Engaging learners in a continuous process of change (application, practice, reinforcement)
� Offering flexibility in deployment, blending mix of technology modalities
� Measuring whether knowledge was learned and whether the learner can apply skills
� Impacting change in attitude or behavior
� Discuss the concept with their supervisor reinforcing the concept from the tone form the middle
� Learning with peers increases the “debate” increasing knowledge and retention
Social Media
Make it stick!
• Idea maps
• Peer to peer discussion brings issues to life
• Read, reflect, apply
• Attractiveness of social media tools
– Forum of diverse angles
– Points of view on same issue
– Learn through observation
– Safe to ‘engage’ or ‘disengage’
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Interactive Exercise I
Edward DeBono’s
Six Thinking Hats Approach
Discuss a hypothetical issue
from six different angles
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Six Thinking Hats Exercise
• oversee the process
• direct and guide others
• suggest alternate hats when discussion gets stuck in
one mode
• encourage those who favor one hat to try on another
• think creatively
• find new and inventive solutions
• brainstorm and welcome all ideas
• search for alternatives
• generate more options
• lead discussion in a new direction
Blue Hat: CONTROLGreen Hat: CREATIVE
• think positive!
• express your optimism
• look at the benefits and value
• assess the opportunities
• [helps you to persist when things get tough along
the way]
• be pessimistic, cautious, defensive
• point out what is bad about an idea
• highlight weaknesses in a plan
• find flaws and define risks
• [strengthens plans & prepares for challenges along
the way]
Yellow Hat: POSITIVEBlack Hat: CAUTION
• use your intuition
• go with your gut reactions
• don’t explain your feelings, just express them
• consider the feelings of others
• focus on the facts
• look at the information you have
• learn from documented data
• look for gaps in your knowledge
• get more information if necessary
Red Hat: FEELINGSWhite Hat: FACTS
Adapted from: http://www.mindtools.com/pages/article/newTED_07.htm
Break
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Dive into experiential learning…
• Setting: Learning is set in a simulated world, providing a nonthreatening opportunity to see how we respond to the challenges presented in that world
• Learning objective: make the issues relevant and engaging - each scenario raises a specific aspect of the topic (for ex: – the difference between bribery and facilitation payments) in a framework that can then be explored by participants in a decision-based role playing exercise
• Peer to peer learning: in the group exercise participants have the opportunity to test their own responses in the guise of these characters - and equally important, to learn what outcomes result from their decisions
Interactive Exercise II