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Flipped Learning – The Latest in Learning

Flipped learning has the attention of educators and students alike. What is it? As recent AP story described it as  “a technology-driven teaching method known as ‘flipped learning’ because it flips the time-honored model of classroom lecture and exercises for homework – the lecture becomes homework and class time is for practice.” Technology has enabled this new methodology as students can access videos of their teachers via the web.

My eldest child experienced this new form of learning for the first time as a high school freshman. As the article shared, flipped learning required adjustment on the part of students, but my child’s feedback was positive. Class time was more engaging and that means something coming from a teenager.

I was fascinated by this development as someone who studies how we optimize learning in pursuit of new knowledge & skills. Embedded in this notion is that learning requires multiple stages. People digest information but then more importantly have to use it.

But in the second phase, the application process, people inevitably have questions, make mistakes or don’t understand. They are at the door of understanding but can’t go through. Here the most valuable asset most assuredly in the classroom – the teacher –  is amplified with this method of teaching. The teacher provides information via the taped lectures but more importantly engages with the student during the classroom by answering questions, providing encouragement, or redirecting the student. They actively mentor.

For us in the workplace, the implications of this new style of learning are critical. Many times we hear the slogan “our people make the difference”. Companies back this up by spending significant time and resources developing their staff – including leadership conferences, university degree programs, and in-house training.

But here is where we may not be optimizing this investment. More times that not I see employees return from these educational opportunities only to get back on the trend mill of their day to day job. Their leader, perhaps not in attendance with that employee or focused on their priorities, fails to engage the employee with what they learned. It is not by design; it is just the fact of a busy work place. We have all been there.

The good news is we do not have to flip everything to get some better results. Here are some simple things to maximize the investment in our workforce:

• Remember learning happens in stages. Focus as much attention on what happens after the educational experience. Have employees share how they want to apply any new learnings when returning from a class, training session or conference.
• Create a dialogue. In one-on-one conversations with employees or department meetings, be specific in connecting the employee’s work to past educational opportunities. Reference past learning opportunities when coaching or mentoring a leader through a project or problem. Connect the learning to the real aspects of the job.
• Learn as a team. Provide an article, video or someone other didactic material to a team and ask for feedback on how this applies to the work the group is doing.

Bottom line is active learning is key for skill or knowledge acquisition. Just as teachers can be the difference for students, our organizations’ leaders and the workplace are vital components of the learning process for employees.

Start with Why

It is the title of Simon Sinek’s 2009 book and great advice.  In this  20 minute video sponsored by Ted, the author explains the fundamental communication challenge leaders have. Most leaders start with the “what”. But that is not what motivates people to commit to something whether it be the purchase of a good, a vote for a candidate or support of a cause. It is the “why” that drives behavior.

This is a natural follow-up to my previous recommendation for Daniel Pink’s lecture on what motivates people (autonomy, mastery, and PURPOSE). Idea: Look at your communication (written, verbal) as a leader, do you start with the why or the what?

Interesting: Here is a brief glance at how he finished his book.

What motivates people? You might be surprised…

Daniel H. Pink, author of four provocative books about the changing world of work, including Drive, shares what truly motivates people in this ten minute video. The findings may surprise you.

Idea: This video would make a great learning break at a retreat or meeting for leaders with follow up discussion. It is entertaining, insightful and well worth the time.

How We Face Challenges Can Define the Outcome

Everywhere we turn we see challenges. In my own community, we are faced with a funding gap of $10 million in our school budget and will see teacher layoffs most likely. Not-for-profits are fighting to deliver on their mission but with reduced donations and financial support. And companies each day work to weather a recession that may have ended theoretically but has yet to recede locally.

Over the years I have helped organizations go through such challenges as an organizational development and strategy coach. Interestingly, the outcomes were less defined by the crisis than by the approach the organization took in handling it. Some embraced the adversity and used it as a rallying cry to innovate, communicate differently, and create partnerships of shared purpose. They emerged stronger.  Others adopted what I call the bunker mentality, hoping to survive this one. They survived but just that.

In my experience, the organizations or communities that emerge the better from great challenges do five things well:

• Innovate, ask tough questions, and develop new capabilities
• Enlist the support of all stakeholders for ideas and solutions
• Aggressively use communication to engage and prepare for tough decisions
• Take both a long term and short term view
• Focus relentlessly on what they are trying to accomplish.

I have no illusions that crises aren’t painful. But if we have to go through them, the goal should be to emerge an improved organization in a better community. Bunker or Better, it’s a choice.

* Oakleigh’s blog was adapted from her Letter to the Janesville Gazette Editor published February 8^th, 2011.

Education…An Issue for All

Regardless if you are a business, community or educational leader, we are all vested in making sure our education system is the best it can be. With the release of “Waiting for Superman”, national headlines about the high stakes education battles in New Jersey and the various models emerging as states respond to the Race to the Top, an active and national discussion about educational reform is rapidly emerging.

As background reading, I absolutely recommend “What Makes A Great Teacher?” by Amanda Ripley (Atlantic Magazine Jan/Feb 2010). While published earlier this year, it raises some new questions about some old notions of what makes a great teacher. It also has wonderful take aways for any organization that has people in the role of “teacher”.