Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Creating social online spaces to facilitate learning for identity transformation

247 views

Published on

The world of work is undergoing fundamental transformations. Bringing employees into the position of shaping change instead of merely reacting is one of the key challenges lifelong learning as well as learning & development faces.

A neglected, but crucial aspect here is the employee’s‘ professional identity, which is a key factor developing resilience in a world characterized by uncertainty. It empowers individuals, and determines motivation and openness to new developments – and overcomes obstructionism and frustration often associated with change processes.

But helping individuals to transform the identity requires new approaches to learning which target at “deeper learning” and which puts the autonomy of the learner and conversations between them to the center.

Identities are often communicated and developed using stories: stories we tell about our jobs and ourselves, and stories others tell about us. But today‘s workplaces often don‘t give opportunities for exchanging narratives. But they are particularly helping in uncovering experiential and affective components, which are hidden success factors and barriers.

For Learning & Development thinks creates new and more efficient ways of addressing the changing needs and increasing pressures.

Move away from face-to-face training towards engaging social online courses to stimulate reflection and mutual support between participants
Create and foster community spaces for developing narratives, exchange experiences horizontally and vertically, and
build better professional networks
The European Commission funded Employ-ID project has been developing and piloting social learning programs with employees in European Public Employment Services and developing social spaces for learning and knowledge interchange. The presentation will focus on this rwork and how it can be used in other organisations in both the public and private sectors.

Published in: Education
  • Be the first to comment

Creating social online spaces to facilitate learning for identity transformation

  1. 1. Creating social online spaces to facilitate learning for identity transformation https://employid.eu/
  2. 2. Identities under pressure Industry 4.0 Austerity Changing occupational profiles New ways of working New demands for skills and knowledge Employability Changing work roles Technology New services Changing customer relations Outsourcing Lifelong learning Uncertainty
  3. 3. Professional identity, is a key factor developing resilience in a world characterised by uncertainty. It empowers individuals, and determines motivation and openness to new developments – and overcomes obstructionism and frustration often associated with change processes
  4. 4. Roles, conceptual foundations, working conditions change fundamentally.This requires transformation of the individual and collective professional identity of practitioners … which is a complex and continuous learning process
  5. 5. Identity: one concept? Identity two faces: personal and social (collective) Identity three representations: learning as becoming (developing expertise and narratives we tell); learning in particular contexts; learning in four domains Identity four domains: practical; cognitive; relational; emotional (self-understanding) Identity transformation: five avenues learning through adapting to challenging work updating a substantive knowledge base by being self-directed and self-reflexive interactions at work (recognition; supporting others) narratives (stories I tell; stories others tell about me!)
  6. 6. Learning and a process of identity development Strategic career and learning biographies Learning through self understanding Sense of personal agency; personality; motivation; resilience; self belief Commitment to own learning and professional development Career decision making style Career adaptability Learning as becoming
  7. 7. Learning on a deeper level facilitated through social learning and nurturing networks Reflection as a way of turning one’s own and others’ experiences into general insights on multiple levels, both from an individual and a collective perspective Peer coaching as a way of helping learners in changing their behaviour through a structured process Social learning programmes as a way of engaging learners with new top
  8. 8. Reflective Community Users 105 Active / passive / inactive users 39 / 42 / 24 Topics (all/users) 27 / 21 Replies (all/users) 125 / 105 Posts per week 2.33 Avg replies 4.62 0 10 20 30 40 10/4/20 10/25/20 11/15/20 12/6/20 12/27/20 1/17/21 2/7/21 2/28/21 3/21/21 Numberofposts Months Posts of moderators and users / month Moderators Users 0 30 60 90 120 9/2/20 10/2/20 11/2/20 12/2/20 1/2/21 2/2/21 3/2/21 Number of users over time
  9. 9. Peer Coaching Peer coaching enables individuals to find solutions to everyday challenges they face in their work environment and to develop and share experiences. The process is designed to focus on solution-oriented approaches (Cavanagh & Grant, 2014) to foster methods of support that create an effective learning environment.
  10. 10. Social learning
  11. 11. Mike Sharples: https://www.slideshare.net/sharplem/designs-for-active-learning-cambridge-2017-79690448
  12. 12. Meaning and sense making
  13. 13. Mike Sharples: https://www.slideshare.net/sharplem/designs-for-active-learning-cambridge-2017-79690448
  14. 14. Management buy in important We can make a business case Technical infrastructures are still a barrier Participants are enthusiastic with our approach Identity transformation does happen but not always Facilitation is a key factor for learning
  15. 15. Employ-ID Looking to the future
  16. 16. Thank you for watching www.pontydysgu.org Graham Attwell Pontydysgu https://employid.eu/

×