marian willeke, phd · @mhwilleke | cultivating the learning mindset felt encounter framework §...
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@MHWILLEKE|CULTIVATINGTHELEARNINGMINDSET
Cultivating the Learning Mindset
MARIAN WILLEKE, PHD
MHWILLEKE.COM /IN/MARIANWILLEKE @MHWILLEKE
@MHWILLEKE|CULTIVATINGTHELEARNINGMINDSET
Cognitive Learning
§ MEASURABLE
§ “FROM THE NECK UP”
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Affective Learning
§ PERSONAL AWARENESS
§ CONNECTION TO PERSONAL VALUE SYSTEM
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Our Questions Today
What motivates a learning mindset?
How do adults learn effectively?
How do we, as managers, influence a learning mindset?
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Growth Mindset
Whatismindset,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 CriticismEmbrace 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
Affectivelearninghasbeenfoundasapredictor toattitudeandmotivation.
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Cognitive Learning Domain
Simple recall
Explain in own words
Perform task
Deconstruct elements of system
Critique based on experience and
theory
Add to existing
knowledge
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Affective Learning Domain
Present and Listening
Actively Participates
Believes Strongly
Organise Values into Personal Value System
Value System Influences Others
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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 Self
JUNG,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
Transformative
Experiential
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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
SOCIETY
FUNCTIONALITY SENSIBILITY
SOCIALITY
Meaning ability Mental balance
Integration
Acquisition
Inte
ract
ion
Learning 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
CONCEPTUALIZE
Abstract 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 perceptionof 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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