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”

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Affective Learning

PERSONAL AWARENES 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

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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