May 31 – June 2, 2017 CAP John Hay, Trade & Cultural Center, Baguio City, Philippines
Building Learning Organizations for
Peak PerformanceResource Speaker:
Arthur Luis P. Florentin, MIR, FPM
May 31 – June 2, 2017 CAP John Hay, Trade & Cultural Center, Baguio City, Philippines
Building Learning Organizations for
Continual ImprovementsResource Speaker:
Arthur Luis P. Florentin, MIR, FPM
Peak Performance
Perf
orm
ance
Time
PeakMaintain
Decline
Competition
Continual Improvements
10% Formal Training
20% Feedback
70% Experience
70-20-10 Learning PrincipleHow do we maximize
Learning from Experience?
Learning Opportunities
Reflection
Assessments
ProblemSolving
ExperienceSharing
Debriefing/Reporting
Mentoring/Coaching
PostEvaluation
Learning Opportunities
Reflection
Benchmarking
Performance/Job/Aids
LearningSessions
Readings/Research
Learning Organizations
Multiple OpportunitiesFor Learning
4Processes areCollaborative
and Inter-Active
2
Regards Failure asSignificant Part of Learning
3
Open environment where sharing is valued
1Captures, Makes Available
And Uses Knowledge
5
May 31 – June 2, 2017 CAP John Hay, Trade & Cultural Center, Baguio City, Philippines
Thank you!
Building a Learning
Organization for Peak
Performance
• Learning organization -an organization skilled at creating,
acquiring, transferring knowledge, and modifying its behaviour to reflect new knowledge and insights.
• Peak Performance-a state in which the person performs to
the maximum of their ability, characterized by subjective feelings of confidence, effortlessness and total concentration on the task.
Building a Learning Organization for
Peak Performance
-Where people are continually learning how to learn together
-Where inventing new knowledge/new idea is not a specialized activity rather it is a way of behaving, indeed a way of being.
Building a Positive Learning Organization
TEACHER DEVELOPMENT INITIATIVES IN
THE DEPARTMENT OF EDUCATION
TEACHER LEARNING AND DEVELOPMENTS
PROGRAMS
• TEACHER INDUCTION PROGRAM
• IN-SERVICE TRAINING FOR TEACHERS
• LEARNING ACTION CELLS
• K TO 12 TRAINING PROGRAMS
• TRAINING PROGRAMS IN SUPPORT OF SPECIAL PROGRAMS
• EARLY LANGUAGE LITERARCY AND NUMERACY
• OTHER TEACHING RELATED TRAINING PROGRAMS – ICT TRAININGS – DRRM TRAININGS
TEACHER INDUCTION PROGRAM
• This is provided to relatively new teachers, i.e. those who are in the service for 1-3 years
• Teachers are introduced to the Department of Education, systems and processes, and in particular the core areas of curriculum, instruction and assessment
• In the past, this was implemented in partnership with Higher Education Institutions
• Currently, the new Teacher Induction Program Policy is on the process of approval by DepEd Management for national adoption
IN-SERVICE TRAINING FOR
TEACHERS
• More popularly known as INSET, this L and D program for teachers is based on expressed need through various assessment methodologies
• The topics vary from learning area specific concerns to those that are of general concern such as Gender and Development, Disaster
LEARNING ACTION CELLS
• Popularly known as LAC, this is covered by a DepEd Policy which encourages schools and their teachers to ensure continuing professional development in a dynamic community of learners addressing local concerns
• The organization of LAC depends on the context of the teachers and the school. It may be a learning area grouping, grade level grouping, to name a few.
K TO 12 TRAINING PROGRAM
• Essentially, this training program aims to effectively implement the K to 12 Basic Education Program
• The training of teachers followed the phased implementation of K to 12 curriculum which started 12 years with Kindergarten.
• In 2017, K to 12 trainings focus on Grade 6 teachers, Senior High School Teachers and Grade 10 teachers on Contemporary Issues (Araling Panlipunan)
TRAINING PROGRAMS IN SUPPORT OF
SPECIAL PROGRAMS
• These training programs are designed for teachers who are handling special programs –Special Program in the Arts –Special Program in Journalism –Special Program for Sports
EARLY LANGUAGE LITERACY AND
NUMERACY
• ELLN is a program that seeks to ensure that learners attain language literacy and numeracy at the early stage of the first key stage (Key Stage 1-3)
• ELLN Trainings provide teachers with knowledge, skills and tools that will support teachers’ capacity to deliver the ELLN to the learners
OTHER TEACHING-RELATED TRAININGS
• ICT competency trainings
• Disaster Reduction and Management at the School Level
Building Blocks to a Learning
Organization for Peak
Performance
A. Relying on scientific method
• Relying on the scientific method, rather than guesswork.
• Insisting on data, rather than assumptions, as background for decision making (what quality practitioners call “fact-based management”).
• Using simple statistical tools (histograms, Pareto charts, correlations, cause-and-effect diagrams) to organize data and draw inferences.
B. Learning from past experience
• Organizations must review their successes and failures, assess them systematically, and record the lessons in a form that employees find open and accessible.
• A famous philosopher George Santayana said “Those who cannot remember the past are condemned to repeat it.”
• The knowledge gained from failures are often instrumental in achieving subsequent successes… In the simplest terms, failure is the ultimate teacher.
C. Learning from others
• Sometimes the most powerful insights come from looking outside one’s immediate environment to gain a new perspective.
• According to one expert, “benchmarking is an ongoing investigation and learning experience that ensures that best industry practices are uncovered, analysed, adopted, and implemented.
D. Transferring knowledge
• For learning to be more than a local affair, knowledge must spread quickly and efficiently throughout the organization.
E. Empowering your employees to through continuous education
• “The More You Know, The More You Grow”-To keep up with today’s fast-paced world, it’s essential that organizations take the time to educate and allow their employees to learn – on a continuous basis:
1. Encourage employees to ask questions if they are confused about anything.
2. Allow employees to keep up with the latest industry happenings through reading relevant news, blogs, and other resources.
3. Offer ongoing training sessions in areas that directly affect and/or relate to your organization and business.
4. Provide in-depth training courses for new developments and changes in procedures.
E. Empowering your employees to through continuous education
5. Send employees to seminars and conferences that will provide insight and new ideas for your organization.
6. Support new ways and methods of doing things for a fresh take on your business.
7. Encourage employees to use social media to connect and interact with thought leaders in your industry, and to learn new and alternative ways of doing things.
E. Empowering your employees to through continuous education
“Learn everything you can, anytime you can, from anyone you can, there will always come
a time when you will be grateful you did.”
— Sarah Caldwell
May 31 – June 2, 2017 CAP John Hay, Trade & Cultural Center, Baguio City, Philippines
The Excellence Model of Sustaining Peak PerformanceThe Moog Journey
Ric A. Bayao
Peak Performance:
Fundamental Concepts of Excellence
Results Orientation
Customer Focus
Leadership &Constancy of
Purpose
Management by Processes and Facts
People Development &Involvement
Continuous Learning, Innovation &Improvement
Partnership Development
Corporate Social Responsibility
CustomerResults
Society Results
ProcessesPolicy &Strategy
People
LeadershipKey
PerformanceResults
PeopleResults
Partnerships & Resources
ResultsEnablers
Innovation and Learning
EFQM Excellence Model®
Everything is connected to everything
SUSTAINED PEAK PERFORMANCE
Principles: Shared Vision and ValuesWe value Trust, Respect, Integrity, &. Cooperation in everything we do.
Performance Really Matters, for our people, customers and shareholders
•We promote mutual trust and confidence between Moog employees.
• We are committed to quality and emphasize with every employee that he/she is responsible for the quality of their work.
• We are committed as a Company to the delivery of products and services that meet customer requirements while striving to exceed expectations.
• We are committed as a Company to meeting all applicable regulatory and statutory requirements.
Culture: Working Environment• LEARNING CULTURE:
– Coaching and Mentoring• LEAN CULTURE:
– Problems are Treasures– The Leader’s Job Is Teaching– Go and See– Standards are Clear and Visible to All– Stop the Line– Problem Solving is Everyone’s Job
“THE BAGUIO PRODUCTION SYSTEM”
MOOG PSTD 42nd National Convention
1. RELENTLESS PURSUIT OF QUALITY
2. PROCESS FOCUSED
3. SIMPLIFIED AND STANDARDIZED
4. INTENSIFIED LEAN SIX SIGMA
5. CUSTOMER DRIVEN
6. CULTURE OF OPERATIONAL EXCELLENCE
BPS
A set of sub-systems composed of purpose, process andpeople that are efficient, cost effective, profitable, flexible
and world class that global customers will buy
Optimization: Supervision, Training, Facilities, Tools andTechnology
• LDP• JFM• IDP• LMS
Sustainability: Sustainability and CI
• Continuous Improvement Cycle
• Lean Leadership Behaviors