part 4 transformative learning framework by richard c close b

Slide 1

BY RICHARD C. CLOSEhttp://globallearningframework.ning.comGlobal Learning Framework Personal Learning Framework Transformative Learning Framework, Micro Learning Paths are a Copyright 2009-14 Richard C. Close No version can be reproduced in any format without written permission from author Web Education System is a Trademark of BASCOM Inc.PART 1: Introduction Global Learning Framework CoursePART 2: The Global learning FrameworkPART 3: Personal Learning FrameworkPART 4: Transformation Learning FrameworkPART 5: Learning Center FrameworkPART 6: GLF in Diversity and Instructional Design

1Global Learning Frameworkhttp://globallearningframework.ning.com

Copyright 2009 Richard C Close www.richardclose.info

COPYRIGHT

Chrysalis Campaign. Inc is a US based a non-stock holding Incorporation seeking 501 C3 status

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All Africa and Rescue Mission photography is the copyright of Richard C. Close and may not be reproduced.

Global Learning Framework, Micro Learning Paths Personal Learning Framework and Transformation Learning Framework and the trademark and copyright of Richard C. Close 2010 -2014

SpeakerRichard C Close CEO-Servant Chrysalis Campaign, Inc.30+ year Corp Learning and NGO marketsMS in Instructions DesignTransformation and povertyDeveloper of the Global Learning FrameworkDeveloper UNESCO seeded I am Africa. This is my storyAuthor, developer, photographerconsultantCommunity:http://globallearningframework.ning.com [email protected] Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. What does it take to really transform a studentFrom Freedom Writers

What is really going on in our classes?

https://www.youtube.com/watch?v=9f8liieRepkhttp://www.freedomwritersfoundation.org/ Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format.

Part 4 Agenda Personal Learning FrameworkTransformation TheoriesNature of frameworksProcess of changeWhat is a valueReplacement theoryDoes it work?Copyright RClose Kenya 2007Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. 5Global Learning Frameworkhttp://globallearningframework.ning.com


We all grow and changeThe question isinto who and for what purpose?Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. ChoicesLove and hate are beasts and the one you feed is the one that grows shane koyczan

Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format.

Neighbors

Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. Theory: Mezirow Transformative Learning TLPoint of ViewWhat is a Framework?What happens In reflection?How do I know right form wrong?Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. GLF Three Processor Theory of ExperienceBrain-BodyTime Space LockedConsciousnessProbability ReflectionIndividualWitness - CharacterEXPERIENCEGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. Pos. Spiral Frameworks = MotivatorsSuccessPoint of ViewReflection$$ResourcesEntitlementCommunity EncouragementHave lots of stuffSafe Reliable EnvironmentGood EducationGood role ModelsFaith in FutureGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. Neg. Spiral Frameworks = (de)MotivatorsWhatFuture?SubstandardEducationPoor role ModelsUnSafe - Unstable EnvironmentDenial of resourcesLack of everythingRejection & PTSPovertyPoint of ViewReflectionGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. The reality is we have Two Worlds$$ResourcesEntitlementCommunity EncouragementHave lots of stuffSafe Reliable EnvironmentGood EducationGood role ModelsFaith in FuturePovertyWhatFuture?SubstandardEducationPoor role ModelsUnSafe - Unstable EnvironmentDenial of resourcesLack of everythingRejection & PTSGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. Experiences Entitlement vs. PovertyWorkSchoolFamilyScaffoldingUn- ScaffoldingGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. 14Global Learning Frameworkhttp://globallearningframework.ning.com


Framework Replacement Method ChangedLife StyleReflection Plus Positive PracticeChange needs evidence by doing and witnessing resultsSITUATIONAL EXPERIENCEPositive role modelPositive ValuesSuccess in competenciesSuccess in literacySuccess in creativityPersonal value and servingPersonal value in contributingGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. Trauma needs a new experienceWe can facilitate changeValuesSelf imageLife a learning skillsSelf worthCommunication skillsWorkforce skillsOpportunity

Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. Replacement Method w/ Exper. LearningThinking needs evidence by doing and witnessing results

Yeah.Prove it!Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. Delivering Transformational ExperiencesChangedPoint of View$$ResourcesCommunity EncouragementI have what I need to succeedSafe Reliable EnvironmentGood EducationGood role ModelsFaith in FutureReflectionDisrupt Neg. with Positive Framework ExperiencesGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. Key Method 6 Change is a ProcessWilliam Bridges on Change Management Theory Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. Stage 1: Ending, Losing, and Letting GoPeople enter this initial stage of transition when you first present them with change. This stage is often marked with resistance and emotional upheaval, because people are being forced to let go of something that they are comfortable with.At this stage, people may experience these emotions:Fear. Denial. Anger. Sadness.Disorientation. Frustration. Uncertainty. A sense of loss.People have to accept that something is ending before they can begin to accept the new idea. If you don't acknowledge the emotions that people are going through, you'll likely encounter resistance throughout the entire change process.Guiding People Through Stage OneIt's important to accept people's resistance, and understand their emotions. Allow them time to accept the change and let go, and try to get everyone to talk about what they're feeling. In these conversations, make sure that youlisten empathicallyandcommunicate openlyabout what's going to happen.Emphasize how people will be able to apply their skills, experience, and knowledge once you've implemented the change. Explain how you'll give them what they need (for instance, training and resources) to work effectively in the new environment.People often fear what they don't understand, so the more you can educate them about a positive future, and communicate how their knowledge and skills are an essential part of getting there, the likelier they are to move on to the next stage.Stage 2: The Neutral ZoneIn this stage, people affected by the change are often confused, uncertain, and impatient. Depending on how well you're managing the change, they may also experience a higher workload as they get used to new systems and new ways of working.Think of this phase as the bridge between the old and the new; in some ways, people will still be attached to the old, while they are also trying to adapt to the new.Here, people might experience:Resentment towards the change initiative.Low morale and low productivity.Anxiety about their role, status or identity.Skepticism about the change initiative.Despite these, this stage can also be one of great creativity, innovation, and renewal. This is a great time to encourage people to try new ways of thinking or working.Guiding People Through Stage TwoYour guidance is incredibly important as people go through this neutral period. This can be an uncomfortable time, because it can seem unproductive, and it can seem that little progress is being made.Because people might feel a bit lost, provide them with a solid sense of direction. Remind them of team goals, and encourage them to talk about what they're feeling.Meet with your people frequently togive feedbackon how they're performing, especially with regard to change. It's also important to set short-term goals during this stage, so that people can experience somequick wins; this will help to improve motivation as well as giving everyone a positive perception of the change effort.Also, do what you can toboost moraleand continue to remind people of how they can contribute to the success of the change. If required, you may also want to help people manage their workloads, either by deprioritizing some types of work, or by bringing in extra resources.Stage 3: The New BeginningThe last transition stage is a time of acceptance and energy. People have begun to embrace the change initiative. They're building the skills they need to work successfully in the new way, and they're starting to see early wins from their efforts.At this stage, people are likely to experience:High energy.Openness to learning.Renewed commitment to the group or their role.

19Global Learning Frameworkhttp://globallearningframework.ning.com


What Creates a Cognitive Framework?

Experience = KO + (Descriptives + Values)The Knowledge Object: Noun, Event, Law.Descriptives: The context of relationships and descriptions of the Knowledge ObjectsExperience: Either a life or educational event.EvaluatePos. & Neg. Ratings of the ContextsGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. 20Global Learning Frameworkhttp://globallearningframework.ning.com


The Business of ValuesValues www.businessdictionary.comImportance and lasting beliefs or ideal shared by the members of a culture about what is good or bad and desirable or undesirable. Values have major influence on a personas behavior and attitude and serve as broad guidelines in all situations. Some common business values are fairness, innovation and community involvement.The monetary worth of somethingGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. What is a Scientific Value?Think science A measurable force?Descriptive ContextValueHOTColdTemperature Weighted ValueGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. 22Global Learning Frameworkhttp://globallearningframework.ning.com


StockedEmptyWhat is a personal Value?Think science A measurable force?Status FunEcon.CheapNo FrillsNegativePositive

Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. 23Global Learning Frameworkhttp://globallearningframework.ning.com


StockedEmptyNegativePositiveFramework = KO + Context + ValueHow we evaluate/reflect on something?MyHOMEKnowledge ObjectFamily SecureUnstableNegativePositiveEnvironment ContextPos. Neg. Weight of ValueGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. StockedEmptyNegativePositiveFramework = KO + Context + ValueEntitlement POSITIVE ExperienceMyHOMEKnowledge ObjectFamily SecureUnstableNegativePositiveEnvironment Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. StockedEmptyNegativePositiveFramework = KO + Context + ValuePoverty NEGATIVE ExperienceMyHOMEKnowledge ObjectFamily SecureUnstableNegativePositiveEnvironment Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. 26Global Learning Frameworkhttp://globallearningframework.ning.com


Transformation is a Replacement Method

Experience = KO + (Descriptives + Values)The Knowledge Object is Constant: Father, work, home, homework, Etc.Add New or Change Descriptions or the Perception of the Knowledge ObjectsProvide a new experience by altering the context and the values of the ContextAlter thePos. & Neg. Ratings of the ContextsChange theseGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. 27Global Learning Frameworkhttp://globallearningframework.ning.com


StockedEmptyNegativePositiveFramework = KO + Context + ValueCognitive Dissonance & ConflictMyHOMEKnowledge ObjectAlcoholic Family SecureUnstableNegativePositiveBeautiful Home Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. 28Global Learning Frameworkhttp://globallearningframework.ning.com


Center Family StockedEmptyNegativePositiveTransformation = Context + KO + ValueTransformation by altering; context,and value KO, valueMyHOMEKnowledge ObjectNEWSecureEXPER-IENCEPositiveBeautiful Home Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. 29Global Learning Frameworkhttp://globallearningframework.ning.com


Delivering Transformational ExperiencesChangedPoint of View$$ResourcesCommunity EncouragementI have what I need to succeedSafe Reliable EnvironmentGood EducationGood role ModelsFaith in FutureReflectionDisrupt Neg. with Positive Framework ExperiencesGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. When content, context and faith work togetherFrom Stories of Skid Row Union Rescue Mission

https://www.youtube.com/watch?v=nsNsc051wW8 When we change the experience we change the internal framework of the person.

Only then does deep learning take place.Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format.

Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. Personal Learning Frameworks Curriculum View: Perceive, Process and CreateChallengeResourcesCompetenceExpressionObservation & AnalysisValues & ReactionPhysicalNon-PhysicalINTAKE CREATEPROCESSMemoryGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. 33Global Learning Frameworkhttp://globallearningframework.ning.com


Global Learning FrameworkDiscoverProblemAdoptShareCollaboratePersonal ChangeGlobal Change

Micro Learning PathsGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. 34Global Learning Frameworkhttp://globallearningframework.ning.com


GroupProjectsINTAKE CREATEPROCESSINTAKE CREATEPROCESSINTAKE CREATEPROCESSINTAKE CREATEPROCESSCollaborative GroupGlobal Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. Where are you going?Successfully CompletedIntroduction to Global Learning FrameworkThe Global Learning FrameworkThe Personal Learning FrameworkThe Transformative Framework

Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format.

By Richard C. CloseThe Chrysalis Campaign, Inc.New Milford, CT [email protected]: richardcclose Global Learning Framework Chrysalis Campaign. Inc. Site:http://globallearningframework.ning.com

Micro Learning Paths, Global Learning Framework, Personal Learning Framework. Transformative Learning Framework are Trademarks 2011 - 2014 Richard C. Close Web Education System, My Web Library are Trademark s of Bascom, Inc. www.bascom.com Space Images Copyright NASA. Africa and Brooklyn, NY photography copyright 2007-11 Richard C. CloseMore information at richardclose.blogspot.com

Chrysalis Campaign, Inc. In a US non-stock holding company.

UNESCO Seed storytelling portal at:http://this-is-my-story.ning.com

Global Learning Framework Copyright 2009 Richard C. Close, No version can be reproduced in any format. 37Global Learning Frameworkhttp://globallearningframework.ning.com


part 4 transformative learning framework by richard c close b

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