Smt Presentation
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Creating Artists of Learning Mary Cullinane [email protected] Director, Innovation and Business Development Team Stacey Rainey [email protected] Academic Program Manager
Transcript of Smt Presentation
Creating Artists of Learning
Mary [email protected], Innovation and Business Development Team
Stacey [email protected] Program Manager
i m a g i n e …..
Telephone
1876
1928
1983
20012004
19651966
1997
20082009
89 Years
Our times they are a changin’: Journey to 150 Million Users
Television38 Years
Cell Phone14 Years
iPod7 Years
5 Years
WHAT IF…..
Would we still build…..
What if…
We understood our customers…We were guaranteed not to fail…We knew exactly what we wanted a learning environment to look like…We had resources, commitment, will, and courage…
Apple
Toyota
General Electric
Microsoft
Business Week 2007 "Most Innovative Companies"
Proctor and Gamble
S&P 500 from 1957 to 1997: 74 members of the Class of ’57 were alive in ’97 – 15%
12 outperformed the market – 2%
Forbes100 from 1917 to 1987: 39 members of the Class of ’17 were alive in ’87 - 39%
2 outperformed the market - 2%
Sustaining Innovation is Difficult…..
Henry Adams
Creativity’s Greatest Obstacle
Experience forced on men’s minds the conviction that what had ever been must ever be…
Finding creativity
Now this is creative…
The 25% of the population in China, with the highest IQ’s, is greater than the total population of North America.
If you took every single job in the U.S. today and shipped it to China . . . China would still have a labor surplus.
In the next 75 minutes … 540 babies will be born in the U.S. …3159 babies will be born in India.
by 2010 more than 51 percent of the U.S. workforce is expected to be 40 years old or older, a 33 percent increase since 1980.
The U.S. Department of Labor estimates that today’s learner will have 10-14 jobs … By the age of 38.
At American colleges and universities, only 5 percent of undergraduates are pursing degrees in science or engineering, compared with 42 percent of university students in China, while India routinely graduates four times as many college students with engineering skills as the United States.
The Status Quo will no longer due…
We are asking the wrong questions
Does technology have a direct correlation on student achievement?
Why haven’t we discovered the Silver Bullet?
What is the School of the Future Blueprint?
Disruption….Netflix (NFLX)
52 week$40.90
Dividend & Yield
NA
Earnings/Share
1.09
Forward P/E 22.90
Market Cap.1.79 Bil
fyi P/E 26.50
Return on Equity
17.14
Total Shares Out.
60.87 Mil
Blockbuster (BBI)
52 week $5.80
Dividend & Yield
NA
Earnings/Share
-0.04
Forward P/E
14.60
Market Cap.
438.09 Mil
fyi P/E2,740.70
Return on Equity
0.04
Total Shares Out.
197.34 Mil
Where Does Innovation Come From?
Most significant sources of ideas
Where do opportunities come from?
PEOPLE!!
Creativity within contextBuilding a School of the
Future
Philadelphia ContextGrade 9 – 12 Public High School with 750 Students opened Sept. 2006Neighborhood High School with comprehensive curriculum, not special admit3 Year project funded by the School District of Philadelphia with a standard budget allocationMicrosoft’s contribution primarily human capital, partnership development support and resourcing and is part of our US Partners in Learning portfolioNew construction in West Philadelphia (163K Sq. Ft.)Best practices and outcomes to be leveraged worldwide. Building not required. Resources available at www.microsoft.com/education/sof
Innovation Orchestration…
Learning First… Technology Later
Language is Paramount
Identify the Questions and Answers Will
Come
What are you trying to create?
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Establishing Our Vision
where learning is not dependent on time and place
where instruction adapts to the needs of the individual student
where content, curriculum and tools are current and relevant
continuous
adaptive
relevant
Who is your customer?
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• Motivations• Obstacles• Trends• Interests• Values• Environment M
OT
IVE
Generate InterestIdentify Prior Knowledge
Gather New Information
Observation ReplicationReinforcement
DrillReinforcement
EducateReflection
Demonstration of Learning
Instructional Method
Personalized Instructional Plan
Learning Resources
Community of Learners
Rich Delivery Tools
Self Directed Mechanisms
Best Practice Sharing
Peer Environment
Assessments
Learning Continuum
Instructional Implication
Device StrategyCross-Curriculum R&DIntegration
Learning Space MatrixSmartCardsAudioEnhancement
Education Competency WheelLearner / Educator PortalOneNote Assessment Notebook
Virtual LibraryAnytime Anywhere Access
Home / School BroadbandTakingITGlobal
Community Portal
Office 2007OneNote
Virtual Teaching AssistantApex Learning
Community Portal
Learning PortalVirtual Library
Groove
OneNoteCommunity Portal
OneNoteLearning Portal
Assessment Dashboard
How do we have a better technology conversation?
US Partners in Learning: Philadelphia School of the Future
What process will guide your
efforts? 6i Development Process©
1 2 3 4 5 6
introspection investigation inclusion innovation implementation introspection
STAGE 1 STAGE 2 STAGE 3 STAGE 4 STAGE 5 STAGE 6
EstablishPedagogy
MethodologyCulture
Success MetricsBenchmarks
Indentify and Review
Best Practice Innovation Research
Advisory Board SWOT Process
EngageCommunityKey LeadersGovernment
Partners
DeterminePersonnel
CurriculumBuilding
IT Architecture
ActTraining
ReadinessLaunch
ReflectReviewAdjust
So What Did We Build?
Developing People
Money and technology are great…
people are better.
Creating a “Culture of Professional Development”
Recognize the difference between a professional development plan and a culture of professional developmentCreate an environment where:
Self-critical behavior is encouraged and expectedPermission to say “I don’t know” is grantedFailure is part of the process
Provide the infrastructure – then support self directed solutions as well
CompetenciesThe set of behaviors that differentiate outstanding
performance
Career StagesWhat‘s expected in your current stage and how to get to the next stage on your chosen career path
ExperiencesThe building blocks for learning and
growth
Career Model Overview
How it all comes together…CareerCompass
Evaluate
Review
Plan/Next Steps
Developing PeopleAsset: The Education Competency Wheel
Goal: Build a resource that can:Support organizational developmentSupport stronger selection
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Reflective Questions
Do you document and discuss formal on the job training opportunities with your teams?Do you encourage your staff to create and document personal development plansDo you set aside formal time to discuss individual development plans with your direct reports / staffs
An interesting perspective…..
Hire the best
Every hire for organization first,
not the position
Hire talent & potential, not
experience
Committed to diversity
Hiring Philosophy
Behavioral interviewing
• Past behavior indicates future
behavior
• Identify behaviors needed for
given job then find a person with
those behaviors
• Seek specific examples from
candidates of times when they
demonstrated behaviors
Hiring Methodology
People & Hiring
The Loop Process
Each Candidate participates in
5 – 7 interviews
Each Interviewer investigates
1 – 2 competencies
Interviewer utilizes Behavioral
Interviewing Techniques
At the end of each interview – Hire or No Hire Decision
Feedback plays crucial
role in process
Interview Model
Introduction (5 minutes) •Build rapport
•Opening question
Competency gathering stage (15–30 minutes) – See Handout•Behavioral
•Situational
•Scenario/Role Play
•Probing
Functional skills (15–30 minutes) •Test candidate's specific job knowledge
Closing (5–10 minutes) •Answer questions about SDP or team
•Refer awkward questions to a recruiter
•Explain next steps
•Sell when appropriate
1. Questions should focus on assigned core competencies, not talents
2. Don't be intimidated by a candidate's knowledge. Focus on how it was gained, what they
have and are currently doing with it
3. Find people who have thought critically about their successes and failures
4. Always take long-term view & consider a candidate's potential
5. Try to ensure candidate talks for about 80% of time
6. Value cultural differences; watch for personal biases
7. Answer questions about working here. Identify strong work-type preferences
8. Remember, by end of interview, a hire or no-hire recommendation needed:
9. Don’t rely on resume
Conducting a Superior Interview
Reflective Questions
Do you provide formal interviewer training?Is your interview process consistent throughout the entire organization (all roles)
Lessons Learned
Be brave, be bold, be thoughtful…
Money and technology are great… people are better.
It’s more than a professional development plan… it’s
creating a culture of professional development.
Be comfortable saying “I don’t know” and be self-critical
Language matters
highlights of resources
• Discovery Briefs• MS Institute• Interactive Web• SOF Competency Wheel• Learning Space Matrix• IT Design Architecture / K12 Technology Blueprint• School of the Future World Summit• SOF Vision Paper
School of the Futurewww.microsoft.com/education/sof
Have Hope….
© 2008 Microsoft Corporation. All rights reserved.This presentation is for informational purposes only. Microsoft makes no warranties, express or implied, in this summary.
www.microsoft.com/education/[email protected]
