1. Professional Development Competency Training—Continuous Learning

2. Objective
To develop a deeper understanding of continuous learning qualities, skills, and behaviors in support of individual and institutional growth.

3. Agenda Competencies How do we learn? How do I learn?
What am I learning?
Where should I focus my learning?
My next steps

4. Competencies
Champlain College Professional Staff Career Competencies: Fundamental to the successful implementation of our 2020 Strategic Vision. Needed for every staff member.
Functional/Job Competencies: Capabilities needed in order to successfully perform current or future job responsibilities (i.e. marketing, finance, education, technology, etc.).
Leadership Competencies: Needed for successful leadership of a team of individuals.

5. Continuous Learning Scale
Learning from available opportunities
Seeks learning opportunities
Self-directed development
Expands skillset for current job
Focuses learning for future needs

6. What have your learned lately?
Talk about some new you have learned in the last 30 days. How did you learn it? Where did you get the information? How are you using it?

7. Learns from Available Opportunities
Self-assesses against standards for current position to identify learning needs. 
Takes advantage of learning opportunities provided (e.g., courses, feedback from supervisor or peers) to meet requirements of current job. 
Reflects on completed activities, identifying what worked well, what didn't, and how to improve own performance.  

8. Seeks Learning Opportunities
Requests additional feedback to clarify learning needs.  
Follows-up on issues to maintain knowledge and skills. 
Seeks coaching in areas where techniques are rapidly evolving.  
Continually acquires and applies new knowledge and learning to improve job performance.  

9. Implements Self-Direct Learning Plan
Gathers information from varied sources to identify own strengths and weaknesses in current position.  
Identifies and plans learning targeted to specific developmental needs in current position.  
Monitors progress in meeting learning goals and updates learning plan as needed.  

10. Expands Own Skillset for Current Job
Stays abreast of emerging trends in own area, identifying emerging new requirements.  
Pursues challenging experiences beyond customary role or area of expertise to add value in current area.  
Strategically undertakes learning activities that, while not obviously linked to current position, ultimately provide contacts and content that will impact significantly on current work.  

11. Focuses Learning on Future Needs
Continuously scans environment to keep abreast of emerging developments in the broader work context.  
Undertakes development opportunities to meet future organizational needs beyond own area.  

12. Learning Styles Inventory
David Kolb Ph.D.

15. Reflective Observation Abstract Conceptualization
Concrete Experience
Reflective Observation
Abstract Conceptualization
Active Experimentation

16. How Do I Learn? LSI—what is your preferred style?
What is your underutilized style?

17. Level 1 Learning—Jumping In!

18. Chris Argyris
Harvard Business School

19. Single Loop Learning
What am I learning?

20. What am I learning about what I am learning?
Double Loop Learning
What am I learning about what I am learning?

21. Strategies and Techniques
Single Loop Learning
Assumptions
Strategies and Techniques
Results
Double Loop Learning

22. Level 1 Learning Questions
How am doing in my role? Do I know everything I need to know to be successful? What more do I need to learn?
What groups/committees/meetings/learning opportunities do I attend? What others could I benefit from?
How have I gotten better this year? What am I using to measure my progress?

23. Level 2 Learning—Seeking Feedback

24. Johari Window Known to Others Blind Spot Open Hidden and Avoided
Known to Self
Unknown to Self
Known to Others
Blind Spot
Open
Hidden and Avoided
Unknown to Others
Creative Unknown

25. Level 2 Learning Questions
When was the last time I requested feedback? From whom? How did I apply that feedback?
What new system or process has come up in my area? How have I gained to skills or knowledge in this?
What areas of my job to I need to get better at? What is my plan to improving?

26. Level 3 Learning—Planning the Work and Working the Plan

27. Level 3 Learning Questions
What am I good at? What could I do to be even more effective?
If I were to become excellent in my current role, what would I need to learn?
How do I keep track of progress?

28. Level 4 Learning—Trends and Opportunities
Pay attention to trend lines not just headlines

29. Learning Antennae

30. Learning Antennae 2.0

31. Level 4 Learning Questions
What are the trends in my field? Who are the leaders? What is my antennae picking up?
What new initiatives am I engaged in? What new projects am I being asked to participate in?
Given the changes in my field, what skills, relationships, connections do I need to develop? How will I develop those?

32. Level 5 Learning—Think Bigger

33. Core Concept Levels of System
The Institution and Beyond
Other Areas
My Division
My Department

34. Productivity rises exponentially
The Industrial Age
approximately 1750
Productivity rises exponentially
Muscle
Machine

35. Information becomes ubiquitous
The Information Age
approximately 1950
Information becomes ubiquitous
Machine
Digital

36. Patterns, opportunity, subtlety, and empathy
The Conceptual Age
approximately 2000
Information Power
Interpretative Power
Patterns, opportunity, subtlety, and empathy
Concept of Conceptual Age: coined by Daniel Pink
Chart: Strategic Learning: Willie Pietersen

37. Level 5 Learning Questions
Where do I get my information? What is happening in the world that might inform my work?
Do I take time or make space to think?
What was the last big idea that I brought to my leader?

38. Closing
One new opportunity you will seek out in the next month.