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2009 Compliance & Ethics Institute

Presented by Marsha H. Ershaghi : Practice Leader, LRN Education Solutions

Turning Values into Action: Experiential Learning

What is your # 1 Challenge?

• Keeping engagement in education

• Reaching the extended enterprise

• Keeping learning context global & local

• Keeping learning fresh and relevant

• Reaching & retaining next generation

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What if you could...

• Provide a highly engaging experience that impacts the heart and mind

of learner

• Engage learners in a continuous process of change (application,

practice, reinforcement)

• Offer flexible learning, blending mix of technology modalities

• Observe and support the learner in applying knowledge

• Impact change in attitude or behavior

Market Trends

Business Environment & Advance of Transparency

• Hyperconnected, transparent world casts a spotlight on how companies

conduct business - heightens need for communication & education

• Relationships with suppliers, resellers, alliances contractors, and employees

are complex – and often remote – but remain critical to achieve success

• New paradigm requires businesses to demonstrate not only legal

compliance, but ethical behavior educating the global workforce

• Employees now carry their workplace opinions, information and comments

into open forums including Twitter, Blogs, Facebook, LinkedIn and many

others

• Global operations amplify the complexity, risk and exposure

• Corporate reputation is increasingly connected to the behaviors of their

ecosystem extending beyond employees and contractors to their external

suppliers, distributors, resellers and agents creating a complex behavioral

challenge

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Market Trends: Learner is the new consumer

Explosion of Web 2.0 & Web 3d technology learning tools:

� Mobile

� Simulation

� Gaming

� On-demand

� Formal & informal

• Learners seek to be ‘Edu-tained

� Blend of analysis

� Critical thinking

� An element of entertainment

� Immediate feedback

� Practical application

� Personal relevance

Globalization’s Impact on Learning

Diverse Audience = Wider Perspective

• Changing how we work, collaborate and communicate

– Virtual Teams

– 24/7 Knowledge Transfer

• Creating a continually changing E&C learning space

• Transforming context today’s workforce performs in

• Leading and influencing behavior across a global community is

challenging

– Varied languages

– Diverse cultures, backgrounds and work ‘customs’

– Learning requires localization not just translation

– Values, approaches

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The Generation Effect

New generation entering the workforce

Gen Y or Millennials (1980-2000)

• Technology has transformed how this generation works, collaborates,

seeks knowledge.

• Seek stimulation & engagement

• Expect integrated media (streaming video, epistemic gaming)

• Expect organization to address different learning styles

• Expect brief & succinct learning

Enabling Learning

• How do learners learn?

• Why do learners learn?

• How do you make sure that learning sticks?

• Three core learning styles

• What Enables good learning?

– Discussion

– Practice and Application

– Collaboration

– Evaluation

• Learners gravitate towards learning styles that fit their comfort, style, or present a fit within their learning progression.

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Experiential Learning: Motivate the Learner

• Build on existing learner motivations – “What’s in it for ME?”

• Create challenge through risk

• Provide intrinsic feedback and measures of progress

• Adjust level of challenge to learner skills

• Focus on Behavioral Outcomes

– Expand user control whenever possible

– Build activities around real-world applications

– Avoid canned response mechanisms

– Incorporate direct manipulation of elements when possible

– Enable learners to master what they “do”

– Provide a learning design that takes into consideration interactivity, simulations and safe methods of ‘application’

Create Meaningful Learning Experiences

• Exploit the use of graphic elements to create distinctive and appealing

context

• Create challenge through risk

• Meaning and significance is a key attachment to new content

• Localize experience to learning goals, where possible (regional &

cultural contexts)

• Market trends reveal that most people rate learning successful not

because of what they learned but how the learning occurred

• Provide practice through refreshers and review opportunities

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Experiential Learning Supports

Values-Based Education

Considerations: Code of Conduct Program Development

� Time and attention is increasingly challenging their programs – multiple bite sized experiences are preferred to one lengthy course

� Multi-year programs requires creativity to eliminate course fatigue

� Tone from the middle is critical to truly changing behaviors as over

70% of employees look to their direct supervisor as their key influencer

� Specific risk areas require integrating live training as a compliment to

online learning solutions.

Turning Values into Action:

• Designing effective learning experiences:

� Know your audience

� Bring the learner into the storyline

� Tap into the interest of the student = relevance

� Use compelling scenarios (e.g. ethical awareness and decision making)

� Shift learner participation from passive to engaged.

� Leadership engagement

� Support informal learning

� Engage audience through dialogue and live interaction

� Offer learning experiences with time flexibility, and on-demand access

(less push, more pull).

• Design learning with the outcome in mind:

– Motivate the Learner

– Focus on Behavioral Outcomes

– Create Meaningful and memorable experiences

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Allow Your Audience To Find Itself In The Story

Stories bring relevance

Facilitating the stories increases the chances of knowledge transfer

• Experiential learning supports the knowledge transfer process by:

� Providing a highly engaging experience that impacts the heart and mind of learner and allowing the audience to find itself in the story

� Engaging learners in a continuous process of change (application, practice, reinforcement)

� Offering flexibility in deployment, blending mix of technology modalities

� Measuring whether knowledge was learned and whether the learner can apply skills

� Impacting change in attitude or behavior

� Discuss the concept with their supervisor reinforcing the concept from the tone form the middle

� Learning with peers increases the “debate” increasing knowledge and retention

Social Media

Make it stick!

• Idea maps

• Peer to peer discussion brings issues to life

• Read, reflect, apply

• Attractiveness of social media tools

– Forum of diverse angles

– Points of view on same issue

– Learn through observation

– Safe to ‘engage’ or ‘disengage’

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Interactive Exercise I

Edward DeBono’s

Six Thinking Hats Approach

Discuss a hypothetical issue

from six different angles

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Six Thinking Hats Exercise

• oversee the process

• direct and guide others

• suggest alternate hats when discussion gets stuck in

one mode

• encourage those who favor one hat to try on another

• think creatively

• find new and inventive solutions

• brainstorm and welcome all ideas

• search for alternatives

• generate more options

• lead discussion in a new direction

Blue Hat: CONTROLGreen Hat: CREATIVE

• think positive!

• express your optimism

• look at the benefits and value

• assess the opportunities

• [helps you to persist when things get tough along

the way]

• be pessimistic, cautious, defensive

• point out what is bad about an idea

• highlight weaknesses in a plan

• find flaws and define risks

• [strengthens plans & prepares for challenges along

the way]

Yellow Hat: POSITIVEBlack Hat: CAUTION

• use your intuition

• go with your gut reactions

• don’t explain your feelings, just express them

• consider the feelings of others

• focus on the facts

• look at the information you have

• learn from documented data

• look for gaps in your knowledge

• get more information if necessary

Red Hat: FEELINGSWhite Hat: FACTS

Adapted from: http://www.mindtools.com/pages/article/newTED_07.htm

Break

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Dive into experiential learning…

• Setting: Learning is set in a simulated world, providing a nonthreatening opportunity to see how we respond to the challenges presented in that world

• Learning objective: make the issues relevant and engaging - each scenario raises a specific aspect of the topic (for ex: – the difference between bribery and facilitation payments) in a framework that can then be explored by participants in a decision-based role playing exercise

• Peer to peer learning: in the group exercise participants have the opportunity to test their own responses in the guise of these characters - and equally important, to learn what outcomes result from their decisions

Interactive Exercise II