The Learning Edge: Fostering Staff Skills with Professional Development Programs

Monday, October 9

8:30 a.m. to 12:00 p.m.

Room C144/145

Copyright Dana Olson/Shelly Whittaker 2006. This work is the intellectual property of the author. Permission is granted for this material to be shared for non-commercial, educational purposes, provided that this copyright statement appears on the reproduced materials and notice is given that the copying is by permission of the author. To disseminate otherwise or to republish requires written permission from the author.

Introductions

Dana Olson – Creighton

University

Shelly Whittaker – Creighton UniversityWho are you?

Where are you from?

What do you want to take away?

Foundation Vocabulary

Education: Process of imparting knowledge or information. Emphasizes knowing.

Training: Achieving a certain level of skills attainment. Emphasizes doing.

Development: Set of strategies that help an individual or organization change to perform more effectively in achieving individual or corporate vision, mission, and goals. Emphasizes growth and change.

Professional Development PurposesDesigned for three main purposes: Awareness/Exploration - Education Skill-Building Activities - Training Program Improvement - Development

What is Professional Development? Professional development refers to

vocational education with specific reference to continuing education of the person undertaking it in the area of employment, it may also provide opportunities for other career paths.1

Professional development refers to your ongoing commitment to ensure that your skills and ability to do your job are always relevant and up to date.2

1 http://en.wikipedia.org/wiki/Professional_development

2 http://ilearn.senecac.on.ca/careers/lifelong/gas_professional_development.html

Why is it necessary?

Essential and indispensable process to meet goals.

World constantly changing – new global and highly competitive markets.

Retention of employees. Technical change and knowledge growth. Workforce Changes.

Workforce Changes

Labor force change by age, projected 1998–2008(Thousands)

-2,591

8,422

65 and over

55 to 64

45 to 54

35 to 44

25 to 34

16 to 24

798

7,373

3,316

-415

http://www.bls.gov/opub/ooq/1999/winter/art06.pdf

Most labor force growth will be among those aged 45 and over, a group that includes most Baby Boomers. The number of workers aged 16 to 24 will also grow – by 3 million – making this group the largest it has been in 25 years. The number of workers aged 25 to 44 will decline by 3 million as Baby Boomers move into other age groups.

Why is it necessary?

The demand for IT specialists could shrink as much as 40 percent within the next five years. Businesses will desire to employ “IT versatilists,” who demonstrate business smarts by handling multidisciplinary assignments.1

A major factor in gaining a competitive edge is commitment to and investment in learning.  This is true for all businesses regardless of their industry.2

1 Gartner Key trends for 20062 American Society for Training and Development – Leading Edge Company Evaluations

What Challenges are You Facing?

PD Based on Andragogy

Andragogy is the science and art of teaching adults1

Learning is self-directed vs teacher-directed Confucius said

What I hear, I forget What I see, I remember What I do, I understand

1 S. Beebe, T. Mottet, K. Roach (2004). Training and Development Enhancing Communication and Leadership Skills. Boston: Pearson Education, Inc.

Guiding Principles

Needs to be relevant. Recognize the participant’s experience. Use internal motivation. Needs-based or learner-centered. Problem oriented. Integrated into the day with opportunities

to practice.

Necessary for Success

Programs and initiatives are built on the belief that the continued growth and ongoing development of professionals and other personnel are both key to the effectiveness of the educational system and critical to retaining the best people in the profession.

Professional Development is Change Change is loaded with uncertainty. Meaningful change most often takes place

over an extended period of time. Change is a journey, not a blueprint. Problems are natural. Change is dependent on the commitment of

individuals and the systems. Change can move through several phases.

Phases of Change

Induction or Initiation Phase Implementation Phase

Implementation Dip: period in change process when productivity goes down before it goes up. Period where many people abandon change believing it does not work.

Institutionalization Phase

Skills Matrix Exercise

Get in groups of 3 or 4. Read the scenario. Complete the Skills Matrix.

What skills are lacking from your current team?

Refreshment Break

SMART Goal Setting

S - Specific

M - Measurable

A - Attainable

R - Realistic

T - Timely

Specific – Clearly define what you are going to do. What are you going to do? Why is this important? How are you going to do this?

Measurable – Establish clear criteria for measuring your progress. Must be able to measure your progress to ensure

you are staying on track.

Attainable – Set goals that are in small, achievable steps that can be reachable. Goals that are too far out or too much will result in

frustration. Realistic – The goal must be do-able.

Set a plan for getting there. Timely – Set a timeframe for achieving the

goal so you have a clear target to work towards.

Individual Development Plan (IDP) Benefits Helps identify goals. Facilitates communication between

supervisor and employee. Measures progress. Promotes learning which is critical to

success in today’s environment.

IDP Exercise

Review the IDP Process handout. Complete an IDP for an individual. Share results in your group.

SWAP – Share the Wealth and Pass it on Video Vignettes Group Project Management Training Breakfast Bytes / IDD Demos DoIT Library Grants Microsoft Supplemented Courses Conference Write-ups Webinars or Online Courses

Evaluation: Three principle measures Implementation

Did the training meet the participants’ needs? Was it of high quality?

Application Are the participants receiving job-embedded, reflective

opportunities to assist in their application and utilization of new knowledge?

Is their appreciation effective?

Impact What are the measurable results?

Summary

Professional development is an experience shaped by the willingness and readiness for change.

No single "ideal" model that meets every University’s needs and requirements.

Professional development is an investment in the individual and in the business.

Questions

Please complete your evaluations.

Thank you!