The document discusses how executive education programs are adapting to the Y generation and trends of Web 2.0. Key points include using technology to enable collaboration, sharing, and feedback; allowing people to work and learn anywhere at any time; and focusing on current topics. Network-based learning is highlighted as an effective model, with pre-work, sessions, wiki work, and evaluations. Benefits include developing skills through individual effort and feedback, while being flexible. Recommendations include helping those less tech-savvy and providing clear guidance and frequent feedback.

1. Web 2.0
&
Executive education

2. Y
generation
Web 2.0
Executive
Education

3. Y generation & web 2.0
• Technology
• Collaborate, make
things together,
collective
intelligence
• Create, mix & share

4. Y generation & web 2.0
• Give your opinion,
dialogue, make
mistakes & learn
• Network (flat organisation)
• Work anywhere,
anytime

5. Y generation & web 2.0
• Here & now
• Effort + feedback &
reward

7. 2008 2013 2018 2023
4% 0% 0% 0%
Tradicionales
26% 14% 6% 2%
BabyBoom
51% 48% 39% 24%
Gen X
19% 38% 52% 49%
Gen Y

9. Network

10. Example: Change management
• Pre-work:
Readings about culture and change management. Joining the wiki
–
Making a script to interview a CEO
–
• session 1:
Mystery Main concepts about culture
–
The group holds an interview to a CEO to make the company diagnostic
–
shopping
• Wiki work:
Writing the diagnostic in the template.
–
Feedback
• Session 2:
from the
Case analysis. New concepts about culture & change
–
teacher
• Wiki work:
Improving the diagnostic. First ideas about the change.
–
• session 3:
Case analysis. New tools about change management.
–
• Wiki work
Writing the whole assignment
–
• session 4
Group presentation. Discussion about the key concepts & feedback
–
• Evaluation of the wiki: Feedback using a video

12. RESULTS
• Very good relationship between learning and individual effort.
• Permits to develop many competences:
– Teamwork, networking…
• The alumni satisfaction is very high
• The methodology is very motivating
• Gives a lot of flexibility to work in your preferred time and place.
• There is a learning curve that can be accelerated (team leaders,
roles, key tech users, etc)
• Knowledge comes from many sources and is shared among the
groups.
• The teacher have control on the group evolution and can give a lot
of feedback
• Permits the self-evaluation, 180º evaluation and the teacher’s
evaluation.
• Using a video to give feedback at the end of the assignment
increases the learning experience

13. Recommendations
• Help people who dislike technology, creating the role “IT
expert”
• Make a very clear methodology for the assignment. Use
templates and create the role “shaper”.
• Give feedback very often . Motivate…
• Advise the groups about creating their own rules: Using
– RSS, respecting and making comments about other people ideas,
voting before making decisions…
• Technology is changing quickly, and there are many
companies developing new tools. Instead of developing
your own tools, start renting or using for free

14. Team roles
Resource
action
mental investigator
Creative Shaper
Evaluator Implementer
Finalizer
Specialist
COORDINATOR
Team social
Worker

15. THE FIVE STAGE MODEL
STAGE 1º: FORMING STAGE 2º: STORMING STAGE 3º: NORMING
STAGE 4º: PERFORMING STAGE 5º: ADJOURNING

16. Other tools...

22. – http://departamentorrhheada.wetpaint.com/
– http://personasyorganizaciones.blogspot.com
– http://www.bloglines.com/public/jordiassens
– http://del.icio.us/jassens
– http://www.slideshare.net/jassens/slideshows
– http://www.flickr.com/photos/41603730@N00/