Download - Cultivating the Learning Mindset
@MHWILLEKE | CULTIVATING THE LEARNING MINDSET
Cultivating the Learning Mindset
MARIAN WILLEKE, PHD
MHWILLEKE.COM /IN/MARIANWILLEKE @MHWILLEKE
LEAN KANBAN CENTRAL EUROPE 2015 #LKCE15
@MHWILLEKE | CULTIVATING THE LEARNING MINDSET
Cognitive Learning
MEASURABLE “FROM THE NECK
UP”
@MHWILLEKE | CULTIVATING THE LEARNING MINDSET
Affective Learning
PERSONAL AWARENES CONNECTION TO PERSONAL
VALUE SYSTEM
@MHWILLEKE | CULTIVATING THE LEARNING MINDSET
Our Questions Today
What motivates a learning mindset?
How do adults learn effectively?
How do we, as managers, influence a learning mindset?
@MHWILLEKE | CULTIVATING THE LEARNING MINDSET
Growth Mindset
What is mindset, anyway?
The perception of control over intellect that determines how to handle:
Threat Self-evaluation Performance
DWECK, 2007 | JOHNSON & STAPEL, 2010
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GROWTH MINDSET
CHALLENGE
PERSISTENCE
MASTERY
LEARNING
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GROWTH MINDSET
FIXED MINDSET
AvoidingChallenge Embracing
Challenge
CHALLENGE
PERSISTENCE
Give UpChallenged by
Setbacks
MASTERY
Efforts are Pointless Efforts are a
Journey
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GROWTH MINDSET
FIXED MINDSET
Dismiss Criticism Embrace
Criticism
LEARNING SUB-CONSTRUCTS
Insecure by Others’ Success Pleased by
Others’ Success
Threatened by Others Inspired by
Others
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Catalyst: Whole Person Learning
Cognitive Learning Domain BLOOM, 1956
Affective Learning Domain KRATHWOHL, BLOOM, & MASIA, 1973
Affective learning has been found as a predictor to attitude and motivation.
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Cognitive Learning Domain
Simple recall
Add to existing
knowledge
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Affective Learning Domain
Present and Listening
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Individuation Metaphors and stories vs literal analysis
provides emotional connection. The emotional connection creates paths for
resolution of issues. Free writing, journaling, and symbol images
helps pattern discovery individually and as groups.
A Path to Transformation
Through Understanding
One’s SelfJUNG, 1969
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Felt Encounter Framework Approach a learning encounter as a verb instead of a
noun. Facilitate with the understanding that individuals will
have a unique way of knowing something that is equally valid to a different way.
Distinguish between emotion and feeling in the learning.
Feeling: detecting what you feel through inputs Emotion: determining what the feelings mean
Designing Learning
Experiences to Include Affect
HERON, 1992
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Authenticity Model Maintain strong personal self-awareness. Be aware of the differences and preferences
of the individuals in your audience. Develop unique relationship between each
individual and yourself. Be aware of constraints. Engage in reflection.
Fostering Authentic
Relationships
CRANTON, 2006
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Promoting Growth Mindset
ANDRAGOGICALFRAMEWORK
LEARNINGPROCESS
LEARNINGTHEORY
TransformativeExperiential
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Movement from
dependency to self-
directed
Applies experience to learning
Learning readiness
connects to social roles
Problem centered (vs
subject centered)
Internal motivations
are more effective
Knowing the “why” is essential
Andragogy Framework
KNOWLES, 1980
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ILLERIS, 2003
ENVIRONMENT
COGN
ITION EMOTION
SOCIETY
FUNCTIONALITY SENSIBILITY
SOCIALITY
Meaning ability Mental balance
Integration
Acquisition
Inte
ract
ionLearning Process
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MEZIROW, 2001
DESCRIPTIONWhat happened? Context Roles played by you and others
FEELINGSWhat were you thinking and feeling at the time? How have those feelings changed?
EVALUATIONWhat was good and bad about the experience? Make a judgement.
ANALYSISWhat sense can you make of the situation? Explore details & the ‘why’ of your
judgements. What challenged you?
TEXTHow do class readings and lectures relate to your understanding of the incident?
CONCLUSIONWhat did you learn? What else could you have done? Asses the impact on you and on your future actions.
REFLECTIVECYCLE
Transformative Learning
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ACT
Concrete Experience
Facts (What Happened?)
Theory of Action
CONCEPTUALIZEAbstract Conceptualization
Findings (Why Did This Happen?)
Revise Theory
REFLECT
Reflective Observation
Feelings (What Did I Experience?)
Asses Behavior & Consequences
APPLY
Active Experimentation
Futures (What Will I Do?)
Implement Revised Theory
DAVID KOLB ROGER GREENAWAY CHRIS ARGYRIS & DONALD SCHÖN
COMPILED BY ANDREA CORNEYwww.edbatista.com/2007/10/experiential.html
Learning Cycles
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EXCITERS COMFORTS
CHALLENGES FEARS
@ERWILLEKE
Understand Your People
Individuals are shaped by their backgrounds and experiences.
Cherish it.
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There are no tradeoffs – the managers job is to: Empower your people to make the decisions Facilitate the decision making process when
they are afraid Let them fail Change the context to ensure their success
How do I manage the constraints between learning and work?
Managing these constraints is a perception of making tradeoffs
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Building a Learning Mindset Space
Propel the growth mindset Connect to each individual authentically Understand how adults learn Demonstrate vulnerability in your own
journey to self-actualisation
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Your Action….Pick one thing.
Do it.
Reflect on your success of doing it in 6 months.
Ask yourself: Am I more aware? Do I have more empathy?
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