the employid coflection concept presented at ec-tel 2015
TRANSCRIPT
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Scalable & cost-effective facilitationof professional identity transformation in public employment services
This project has received funding from the European Union’s Seventh Framework Programme for research, technological development and demonstration under grant agreement no. 619619
Coflection - Combining Mutual Support and Facilitation in Technology Enhanced LearningEC-TEL 2015, Toledo/Spain
Michael PrillaRuhr-University of Bochum
Carmen Wolf, M.A.Karlsruhe Institute of Technology
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www.employid.eu
• Learning in modern workplaces =• changing conditions +• high requirements in learning
• Learning in modern workplaces• Self-directed learning • Learning from experiences,
informal learning
• How to handle this? How to support this?• Eraut (2004): „formal study, listening, observing,
reflecting,practising and refining skills, trial and error, supervision or coaching, and mentoring“
Challenge… accepted!
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www.employid.eu
① Reflection and Coaching Two means for learning from experiences at work
② Introducing CoflectionCombining coaching and reflection support
③ Implementing CoflectionTowards tool support
Agenda
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www.employid.eu
Reflection and CoachingTwo means for learning from experiences at work
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www.employid.eu
NOT Coaching !
© Andreas Nadler „Verliebt in unserer Natur“ / flickr
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www.employid.eu
Coaching Coaching
© Konstantin Gastmann / pixelio.de
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www.employid.eu
EmployIDEmployID
Reflection
BehaviorIdeas
Feelings
Returning to experience
Attending to feelings
Re-evaluating experience
New perspectives
Change in behavior
Readiness for application
Commitment to action
Critical / counterfactual thinking
Inference, abstraction
Boud (1985)Photograph by ŠJů
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www.employid.eu
Fostering Collaborative Redesign of Work Practice: Challenges for Tools Supporting Reflection at Work
Reflection or Coaching?
“Reflection is a complex, multifaceted and messy process that is tamed and domesticated at the risk of destroying what it can offer” (Cressey, Boud et al. 2006)Image:[email protected]
“Coaching can be defined as structured communication process in which a coach assists a client to identify his or her set of goals to improve professional performance and personal satisfaction.”
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www.employid.eu
Coaching ReflectionLearning goal Understanding practice and learning for the future
Learning matter Experiences, practices
Trigger(s) Problem situation, discrepancy to expectations
Coaching VS. Reflection?
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www.employid.eu
Coaching ReflectionLearning goal Understanding practice and learning for the future
Learning matter Experiences, practices
Trigger(s) Problem situation, discrepancy to expectations
Learning approach (Rather) Formal, guided Informal, emergent
Roles in the process Coach, client (coachee) Reflection participants (symmetry)
Interventions in the process
Many tools and interventions for different steps in the process
Questions, moderation of group reflection
Labour division model
Cooperation: Coach provides structure (process expert), client digs into issues (content expert)
Collaboration: All participants engage in reflection on same context
Goal for session Common goal: Positive outcomes from coaching, capacity to act (but different individual goals)
Shared goal: Learning about same / similar issue(s)
Barriers Time and personnel (coaches) needed Time to step back, continuity, integration into daily work
Implementation (technical support)
Synchronous (partly asynchronous, e.g. preparation)
Asynchronous (partly synchronous, e.g. meetings)
Training Required (role taking) Not required
Coaching VS. Reflection?
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www.employid.eu
Introducing CoflectionCombining coaching and reflection support
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www.employid.eu
• Combine coaching and reflection support for learning at the workplace
• Use synergies in goals, learning matter and triggers
• Provide “balance between support provided by people on the spot (…) and support from a designated mentor or manager” (Eraut 2004)
Introducing „Coflection“Coaching AND Reflection
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www.employid.eu
Use reflection when coaching is not possible
Use coaching when reflection is not enough
Iterate between coaching and reflection for continuous self-directed learning from experiences
How to combine coaching and reflection?Bridging the gap
Reflection Coaching
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www.employid.eu
• Coaching OR Reflection
• Idea: Enable transitions between Coaching & Reflection
• Let facilitators / user choose the process that suits them best
Coflection – Level 1 (Process level)
Coaching Reflection Coaching Reflection
Shared data from coaching and reflection
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www.employid.eu
Collaborative Reflection Peer Coaching
How to combine coaching and reflection?Dicreasing the distance
Reflection Coaching
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www.employid.eu
Peer Coaching Process (EmployID)
(based on Lippmann 2009, Berg & Berninger-Schaefer 2010, Berninger-Schäfer 2011 in: Blunk, Prilla, Wolf & Prilla & Wolf 2015)
solution state
start, problem selection
problem & situation
vision, resource
collecting further
resourcessetting goals Solution &
next steps feedback
allclient & peer
coaching facilitator
client & peer coaching facilitator
Advisors & client
client & peer coaching facilitator
Advisors & client all
5 min. 5 min. 10 min. 10 min. 5 min. 10 min. 5 min.
Initial phase Main phase (session) Final
phase
problem state
change of pattern
state
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www.employid.eu
Collaborative Reflection
„(...) the bridge between individual and organisational learning“ (Hoyrup, 2004)
Boud (1985)
BehaviorIdeas
Feelings
Returning to experience
Attending to feelings
Re-evaluating experience
New perspectives
Change in behavior
Readiness for application
Commitment to action
Boud (1985)
Articulating, sharing(similar) experience(s)
Articulating, sharinginsights / outcomesShared perspectives,shared understanding
Coordinating and embedding group processes of reflection into work
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www.employid.eu
Peer Coaching Collaborative Reflectionacceptance of offer observe own and shared work (data
collection)problem analysis document experiencesdefinition of status quo & desired status exchange experiences and connect
themawareness of feelings & behaviour ask for feedbackvision, change of pattern state understand and examine experiencesdefining goal(s) comment on behaviour (questioning &
criticising)finding solutions exchange ideas and perspectiveswork out steps to reach solution propose solutionstry out solutions (role play) check solution proposals(implementation of solutions) (consolidating solutions)evaluation of results
giving advice, collecting solutions*
Elements of Coaching and Reflection
* This is only done by advisors in peer coaching, never by a coach.
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www.employid.eu
• Intertwine process steps from coaching and reflection and create new coflection processes
• Using Coflection in tools • pre-definded coflection setups (procedures) • own configuration by users
Coflection – Level 2 (element level)
Shared data from coaching and reflection
Reflection Coaching
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www.employid.eu
Coflection – Level 3 (meta-level)
Coaching sequence with reflection intermediate steps to reflect about coaching (and peer coaching)
C.1 R.1 C.2 R.2
Reflection
C.1 C.2 C.3 Coaching to learn about reflection during or between reflection sessions
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www.employid.eu
• Adding the provision and discussion of own experiences by advisors to the peer coaching process (with or instead of the solution suggestions) (Level 2)
• Adding a “coaching” role and a pattern state change trigger to the reflection process (Level 2)
• Adding reminders of solutions after peer coaching to trigger reflection about the success of the peer coaching process AND about the application of solutions identified in the peer coaching process (touches Levels 1 and 3)
Examples of Coflection
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www.employid.eu
Implementing CoflectionTowards tool support
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Reflection within Community of Practice Prototype
More on Reflection Support Poster Session
Trigger Peer Coaching GroupShare data / results from
reflection
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www.employid.eu
Peer Coaching Room Prototype
Trigger ReflectionShare data / results from
coaching
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www.employid.eu
Implementing Coflection
Trigger Peer Coaching GroupShare data / results from
reflection
Trigger ReflectionShare data / results from
coaching
Add coaching role and supportive
material to reflection
Add prompting and experience exchange
to peer coaching
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www.employid.eu
• Coflection scenarios• Smooth conceptual integration (level 1)• Identification of meaningful combinations (level 2)
• Combining tool support• Enabling transitions / processing data (level 1)• Enabling re-combinations of processes (level 2)
• Evaluation
Further work
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www.employid.eu
You are invited to join: Peer Coaching Online Learning Course
2nd Peer Coaching Online Course started this week!
http://mooc.employid.eu/peer-coaching-2/
The END
Questions?
Michael [email protected]
Carmen Wolf [email protected]
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www.employid.eu
You are invited to join: Peer Coaching Online Learning Course
2nd Peer Coaching Online Course started this week!
http://mooc.employid.eu/peer-coaching-2/
The END
Questions?