Presentation for the Learning Pool Live North conference 08/10/14

1. Phil Aspden
Director: eGenius

2. The Learning Curve?
RealY
x

3. Solitary
A slog!
Single
activity
Passive
Abstract

5. Edgar Dale Cone of Experience
AbstractConcrete

6. Ken Blanchard – Situational Leadership
[adapted]
Commitment – motivation and confidence
Competence – knowledge and skills

7. Competence

8. Commitment

9. Commitment
Competence

10. Commitment
Competence

11. Commitment
Stages
LowHigh
X-Axis
Stage 1
Directing
Stage 2
Coaching
Stage 3
Supporting
Stage 4
Delegating
Commitment
[Motivation +
confidence]
Competence
[Knowledge
+ skills]
Low
High
Unconscious
incompetence
Conscious
incompetence
Conscious
Competence
Unconscious
Competence
10/28/2008
Adapted from Situational Leadership ii by Ken Blanchard
Development Stages
10%
formal
10%
formal
20%
significant
person
70%
on the
job

12. Only digital
immigrants talk
about
‘technology’

13. Technology can help us with this process, making it:
• Easier
• More possible/ more frequent [overcoming time/
space barriers]
• More engaging – using rich media and resources
• More effective and efficient
Technology should not be a tool that allows us
[managers] to abdicate responsibility and avoid any
meaningful contact with our staff

16. Manager 2.0
The ‘social’ manager

17. 4 Qualities
•Awareness: - presence and sensitivity
•Flexibility: - styles & behaviours to fit the
situation
•Clarity: - effective contracting
•Authenticity: - saying what you mean and
meaning what you say & being in the here and
now.

18. Directing
• Tell me what to do
• Tell me the steps I need to take
• Give me the information I need
• Don’t assume I know nothing
but don’t assume I know
• Be explicit
Induction
Onboarding
Orientation
Building key
relationships

19. Directing
Informing
Applying
Reviewing
Interpreting
[localising]
E Learning
generic
local
Video seminars
Webinars
Virtual reality
Simulation
tell
do
Feed
back

20. Coaching
• Agree what needs to be done
[set expectations & get buy in]
• Agree needs [training/
experience/ resources]
• Give feedback – lots of it
• Get feedback
Performance
management
Relationship
building
Learning [on and
offline]

22. Coaching• Review – progress not actions
• Expectations
• Needs
• Observations - feedback
‘Intelligent’
performance
management systems –
not just a tracker
not just appraisal
Use multiple channels
to coach.
Rewards - badges

24. Supporting [less directive coaching]
• Experimentation
• Research – self guided
learning
• Risk taking [supported]
• Directive and positive
feedback
• Explicit – avoid assumptions
• Ask lots of questions and
prompt lots of questions
Simulation – AR/VR
Gamification
Information/ learning
Small chunk learning
Action learning
Solutions circles

25. L= (P,Q)
Learning
Programmed
knowledge
Questions
“… responsible action is, in itself,
an effective learning process.”

26. My father was a college professor and a pedant to
the bone. Every exchange contained a lesson like
the pit in a cherry.
To this day the Socratic method makes me want to
bite someone.
We are all completely beside ourselves. Karen Joy Fowler

27. Delegating
• Review progress
• Agree responsibilities
• Support with access to
resources
• Observation and joint
reflections
• Recognition and reward
Performance
management
Access information
– learning/
development
Take responsibility
for improvements

28. 4 Qualities
•Awareness: - presence and sensitivity
•Flexibility: - styles & behaviours to fit the
situation
•Clarity: - effective contracting
•Authenticity: - saying what you mean and
meaning what you say & being in the here and
now.

29. Directing
Coaching
Supporting
Delegating

30. Curating
From the Latin Cura meaning ‘to care’