38
1 Professional Development Competency Training—Continuous Learning
1
Professional Development Competency Training—Continuous Learning
2
To develop a deeper understanding of continuous learning qualities, skills, and behaviors in support of individual and institutional growth.
Objective
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
Learning from available
opportunities
Seeks learning opportunities
Self-directed development
Expands skillset for current job
Focuses learning for
future needs
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.
14
15
Concrete Experience
Reflective Observation
Abstract Conceptualization
Active Experimentation
16
How Do I Learn?
17
Level 1 Learning—Jumping In!
Chris ArgyrisHarvard Business School
Single Loop Learning
What am I learning?
Double Loop Learning
What am I learning about what I am
learning?
ResultsStrategies
and Techniques
Assumptions
Single Loop Learning
Double Loop Learning
22
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?
23
Level 2 Learning—Seeking Feedback
Johari WindowU
nkno
wn
to O
ther
s
Open
Hidden and
Avoided
Blind Spot
Creative Unknown
Known to Self Unknown to Self
Kno
wn
to
Oth
ers
25
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?
26
Level 3 Learning—Planning the Work and Working the Plan
27
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?
28
Level 4 Learning—Trends and Opportunities
Pay attention to trend lines not just headlines
Learning Antennae
Learning Antennae 2.0
31
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?
32
Level 5 Learning—Think Bigger
Core ConceptLevels of System
The Institution and Beyond
Other Areas
My Division
My Departmen
t
The Industrial Ageapproximately 1750
Productivity rises exponentially
Muscle Machine
The Information Ageapproximately 1950
Information becomes ubiquitous
Machine Digital
The Conceptual Ageapproximately 2000
Concept of Conceptual Age: coined by Daniel PinkChart: Strategic Learning: Willie Pietersen
Information Power
Interpretative Power
Patterns, opportunity, subtlety, and empathy
37
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?
38
One new opportunity you will seek out in the next month.
Closing
