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Smt Presentation

  1. 1. Creating Artists of Learning Stacey Rainey Academic Program Manager Mary Cullinane Director, Innovation and Business Development Team
  2. 2. i m a g i n e …..
  3. 3. Our times they are a changin’: Journey to 150 Million Users 2009 2008 2004 1997 2001 1966 1965 1983 Telephone Cell Phone Facebook Television iPod 89 Years 7 Years 14Years 5 38 Years 1928 1876
  4. 4. What if… We understood our customers… We were guaranteed not to fail… We knew exactly what we wanted a learning environment to look like… We had resources, commitment, will, and courage… Would we still build…..
  5. 5. Apple Proctor and Gamble Google Toyota General Electric Microsoft
  6. 6. Sustaining Innovation is Difficult….. Forbes100 from 1917 to 1987: 39 members of the Class of ’17 were alive in ’87 - 39% 2 outperformed the market - 2% S&P 500 from 1957 to 1997: 74 members of the Class of ’57 were alive in ’97 – 15% 12 outperformed the market – 2%
  7. 7. Creativity’s Greatest Obstacle Experience forced on men’s minds the conviction that what had ever been must ever be… Henry Adams
  8. 8. Finding creativity
  9. 9. Now this is creative…
  10. 10. The Status Quo will no longer due… The 25% of the population in China, with the highest IQ’s, is greater than the total population of North America. If you took every single job in the U.S. today and shipped it to China . . . China would still have a labor surplus. In the next 75 minutes … 540 babies will be born in the U.S. … 3159 babies will be born in India. by 2010 more than 51 percent of the U.S. workforce is expected to be 40 years old or older, a 33 percent increase since 1980. The U.S. Department of Labor estimates that today’s learner will have 10-14 jobs … By the age of 38. At American colleges and universities, only 5 percent of undergraduates are pursing degrees in science or engineering, compared with 42 percent of university students in China, while India routinely graduates four times as many college students with engineering skills as the United States.
  11. 11. We are asking the wrong questions Does technology have a direct correlation on student achievement? Why haven‟t we discovered the Silver Bullet? What is the School of the Future Blueprint?
  12. 12. Netflix Blockbuster (BBI) (NFLX) 52 week $5.80 52 week $40.90 Dividend & Dividend & NA NA Yield Yield Earnings/Sh -0.04 Earnings/Share 1.09 are Forward P/E 14.60 Forward P/E 22.90 438.09 1.79 Market Cap. Market Cap. Mil Bil fyi P/E 2,740.70 fyi P/E 26.50 Return on Return on 0.04 17.14 Equity Equity Total Shares 197.34 Total Shares 60.87 Out. Mil Out. Mil
  13. 13. Most significant sources of Where do opportunities come from? ideas PEOPLE!!
  14. 14. Building a School of the Future Creativity within context
  15. 15. Philadelphia Context Grade 9 – 12 Public High School with 750 Students opened Sept. 2006 Neighborhood High School with comprehensive curriculum, not special admit 3 Year project funded by the School District of Philadelphia with a standard budget allocation Microsoft’s contribution primarily human capital, partnership development support and resourcing and is part of our US Partners in Learning portfolio New construction in West Philadelphia (163K Sq. Ft.) Best practices and outcomes to be leveraged worldwide. Building not required.  Resources available at
  16. 16. Innovation Orchestration… Be Language Comfortabl is e Not Paramount Knowing Identify the Learning Lack of Questions First… Process and Technology Impedes Answers Later Success Will Come
  17. 17. What are you trying to create? Establishing Our Vision continuous where learning is not dependent on time and place where content, curriculum and tools are current and relevant relevant where instruction adapts to the needs of the individual student adaptive 18
  18. 18. Who is your customer? • Motivations MOTIVE • Obstacles • Trends • Interests • Values • Environment 19
  19. 19. How do we have a better technology conversation? Virtual Teaching Assistant Education Competency Wheel Home / School Broadband OneNote Apex Learning TakingITGlobal Learner / Educator Portal Community Portal Community Portal Community Portal OneNote Assessment Notebook Instructional Implication Personalized Rich Instructional Learning Community Self Directed Best Practice Peer Instructional Delivery Assessments Method Resources of Learners Mechanisms Sharing Environment Plan Tools Demonstration Generate Identify Prior Gather New Reinforcement Reinforcement Observation Replication Reflection Interest Knowledge Information Drill Educate of Learning Learning Continuum OneNote Learning Portal Device Strategy Virtual Library Office 2007 Learning Portal Virtual Library Cross-Curriculum R&D Anytime Anywhere Access OneNote Assessment Dashboard Groove Integration Learning Space Matrix SmartCards AudioEnhancement US Partners in Learning: Philadelphia School of the Future
  20. 20. What process will guide your efforts? 6i Development Process© introspection investigation inclusion innovation implementation introspection Establish Indentify and Engage Determine Act Reflect Pedagogy Community Personnel Training Review Review Methodology Key Leaders Curriculum Readiness Adjust Best Practice Culture Government Building Launch Innovation Success Metrics Partners IT Architecture Research Benchmarks Advisory Board SWOT Process STAGE 1 STAGE 2 STAGE 3 STAGE 4 STAGE 5 STAGE 6
  21. 21. So What Did We Build?
  22. 22. Developing People
  23. 23. Money and technology are great… people are better.
  24. 24. Creating a “Culture of Professional Development” Recognize the difference between a professional development plan and a culture of professional development Create an environment where: Self-critical behavior is encouraged and expected Permission to say “I don‟t know” is granted Failure is part of the process Provide the infrastructure – then support self directed solutions as well
  25. 25. Career Model Overview Experiences The building blocks for learning and growth Career Stages Competencies What„s expected in your current stage and The set of behaviors that differentiate how to get to the next stage on your outstanding performance chosen career path
  26. 26. How it all comes together…CareerCompass Evaluate Review Plan/Next Steps
  27. 27. Developing People Asset: The Education Competency Wheel Goal: Build a resource that can: Support organizational development Support stronger selection
  28. 28. 30
  29. 29. 31
  30. 30. Reflective Questions Do you document and discuss formal on the job training opportunities with your teams? Do you encourage your staff to create and document personal development plans Do you set aside formal time to discuss individual development plans with your direct reports / staffs
  31. 31. An interesting perspective…..
  32. 32. People & Hiring Hiring Philosophy Hiring Methodology Behavioral interviewing Hire the best • Past behavior indicates future behavior Every hire for organization first, • Identify behaviors needed for given job not the position then find a person with those behaviors Hire talent & potential, not • Seek specific examples from experience candidates of times when they Committed to diversity demonstrated behaviors
  33. 33. The Loop Process
  34. 34. Interview Model Closing (5–10 Introduction (5 Competency Functional minutes) minutes) gathering skills (15–30 stage (15–30 minutes) • Answer questions • Build rapport minutes) – about SDP or • Opening question • Test candidate's team See Handout specific job • Refer awkward knowledge • Behavioral questions to a • Situational recruiter • Explain next steps • Scenario/Role • Sell when Play • Probing appropriate
  35. 35. Conducting a Superior Interview 1. Questions should focus on assigned core competencies, not talents 2. Don't be intimidated by a candidate's knowledge. Focus on how it was gained, what they have and are currently doing with it 3. Find people who have thought critically about their successes and failures 4. Always take long-term view & consider a candidate's potential 5. Try to ensure candidate talks for about 80% of time 6. Value cultural differences; watch for personal biases 7. Answer questions about working here. Identify strong work-type preferences 8. Remember, by end of interview, a hire or no-hire recommendation needed: Don‟t rely on resume 9.
  36. 36. Reflective Questions Do you provide formal interviewer training? Is your interview process consistent throughout the entire organization (all roles)
  37. 37. Lessons Learned Be brave, be bold, be thoughtful… Money and technology are great… people are better. It‟s more than a professional development plan… it‟s creating a culture of professional development. Be comfortable saying “I don‟t know” and be self-critical Language matters
  38. 38. highlights of resources School of the Future • Discovery Briefs • MS Institute • Interactive Web • SOF Competency Wheel • Learning Space Matrix • IT Design Architecture / K12 Technology Blueprint • School of the Future World Summit • SOF Vision Paper
  39. 39. © 2008 Microsoft Corporation. All rights reserved. This presentation is for informational purposes only. Microsoft makes no warranties, express or implied, in this summary.