BYOL: What Millennials Can Teach Us About Self-Development
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Transcript of BYOL: What Millennials Can Teach Us About Self-Development
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B.Y.O.L .Bring Your Own Learning
Gus Prestera [email protected] J&J Professional Development Month Mini-SessionOctober 20, 2015
What Millennials Can Teach Us About Self-Development
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competencies
pipel ine
bench streng
thperformance
mentoringlearning
improving the capabilities and performance of leaders and their employees
Gus PresteraConsultant | Instructor | Entrepreneur
• 20 years experience developing workers and their leaders
• MBA and PhD Instructional Systems with Leadership Development focus
• Specialties:– Leadership Development– Professional Development– Organizational Development– Blended Learning
• eMail: [email protected]
Blended online curriculum covering:
• Budgeting
• Rate structure
• Scoping
• Costing
• Pricing
• SOW Writing
• Estimation Models
• Proposal Writing
• Proposal Presentation
• Negotiation
Prestera Academyhttp://academy.presterafx.com
Prestera FXhttp://www.presterafx.com
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What does your professional development
consist of today?
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seek out feedback
untethered yet always connected
learn to learn
yo g u seen my sick app all the time,
any time, anywhere
learn by figuring stuff
out
What does professional development look like for Gen-Y?
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Are learning resources
scarce?
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Mia
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Social Media
News Outlets
Trade OrganizationsTrade Journals
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abundance of content
scarcity of time
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Where can you find 5 – 20 minutes to learn something new?
M i c r o L e a r n i n g
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Action Plan
Or you could OneNote it
Identify 1-3 opportunities in your schedule for some micro learning.
Identify 1-3 sources of micro learning content that work for you.
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How many mentorsdo you have?
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Naomi
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MyDevelopment Network
My Manager
My Manager’s Manager
Nancy in Finance
Professor from alma
mater
Colleague from
associationUncle
Jim
Former Manager
Former Peer
Current Peer
Carly in HR
The Many Faces of Mentoring
Informal 1:1 Mentoring
Formal 1:1 Mentoring
One-to-Many Mentoring
Peer Mentoring
Mentoring Circle
Situational Mentoring
Goal-Based Mentoring
Reverse Mentoring
Executive Sponsor
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Where can you find mentors?
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Action Plan
be a mentorpay it forward
Identify 1-3 development needs that could be addressed through mentoring.
Identify 1-3 places where you can find a good mentor.
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1. “I learn in order to take on tasks”
2. “I take on tasks in order to learn”
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Gus
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“I’d love a vegetable garden.”
“I’d love a real vegetable garden.”
Mae’s Raised Garden Bed
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Formal education, training, resources
Coaching, mentoring, feedback/reflection
On-the-job experiences
from Experience from Others from Study
Workshops eLearning Webinars Degree & certification courses Books & articles Videos Industry Conferences Local seminars Websites, blogs, magazines
Manager coaching After Action Reviews Being mentored Peer mentoring Learning circle Executive sponsor Community of practice SME networks 360 feedback Customer feedback Tracking performance metrics
Special assignment Leading projects Shadowing Job swap Job rotation
10%20%
70%
Action learning Cross training Interim position Benchmarking Being a mentor Committee Being a trainer Increased scope of
responsibilities
Types of Development Actions
70:20:10
Refer to: Lombardo, Michael M; Eichinger, Robert W (1996). The Career Architect Development Planner (1st ed.). Minneapolis: Lominger.
Morgan McCall: Center for Creative Leadership (www.ccl.org)
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RISK
REW
ARD
Take a course
Job rotation
Get a mentor
Fear of failure sometimes causes us to play it safe, which often leads to being
overly-reliant on formal study
Push yourself to take on greater risk
and tougher challenges, going
beyond your comfort zone.
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Action Plan
learn by doing
Identify 1-3 challenges that would push you to learn a new skill
For one of those challenges, identify 1-3 milestones
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Do you want feedback or just praise?
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Caleb“I know giving candid feedback can
feel uncomfortable, but I would really appreciate it if you could share your
thoughts with me.”
“I’ve been working here three months and haven’t received any feedback.
Do you value my contribution?”
A
B
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Self-Correction requires that you:
Seek out feedback
Give permission
Accept feedback graciously
Reflect critically
Make small adjustments
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Action Plan
feedback is a gift
Identify 1-3 people you could ask for feedback
Identify 1-3 other sources of feedback that could help you reflect
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How long does it take to learn something useful?
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Step 1
First comes the idea
Step 2 Get Specific(identify a Competency)
Step 3 Make it Measurable (identify a Target)
Step 4
Step 5
Step 6Make it Time-bound(set Target Dates)
Make it Realistic(identify Resources needed)
Make it Achievable(break it down into Milestones and Tasks)
Skyler
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Learn Smarter!
Josh Kaufman on TEDx TalkThe First 20 Hours -- How to Learn Anythinghttps://www.youtube.com/watch?v=5MgBikgcWnY
1. Deconstruct the skill
2. Learn enough to self-correct
3. Remove practice barriers
4. Practice at least 20 hours
Key Points
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Action Plan
now commit!
Specific: Identify a specific competency you want to develop
Measureable: Identify a specific target…an experiential challenge
Achievable: Break your journey up into smaller milestones and specific tasks
Realistic: What resources will you need? Time, money, equipment, etc.
Time-Bound: Put dates to your milestones and tasks
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