In Part One of this blog series we shared a story about how Global Learning Partners (GLP) and pro mujer collaboratively built the skills of managers in the context of their day-to-day work. If you didn’t get a chance to watch the video about that process, enjoy it here.
In this post we briefly show how the structure and implementation of the learning program for managers reflect critical principles of adult learning.
To start, take a close look at the snapshot, above. The green paths are three, six-week periods of self-directed on-the-job learning. The red circles are four in-person gatherings, called “refueling stations.” Each of the carefully facilitated in-person gatherings:
- is built on a concrete set of learning objectives that name what the managers will have done by the end of the time together;
- balances action with reflection, allowing time for managers to exchange past experiences around a particular aspect of their work, and plan for how they will approach that aspect moving forward; and,
- focuses on relevant content, prioritized through both self-assessment and outside perspective.
During the weeks of self-directed learning, managers used personal workbooks with a consistent structure to try out new skills on the job as exemplified in the box below. On the recommendation of managers during the rapid pilot phase, each workbook begins with a proposed timeline for pacing themselves through the self-directed learning.
Step One: Reflect
e.g. Reflect on which leadership qualities you exhibit most consistently.
Step Two: Discover
e.g. Read this one page resource about feedback and select one strategy you’ll use this month.
Step Three: Try It Out
e.g. Select three staff from whom you would value feedback on your work. Adapt this draft invitation for their feedback and review these tips for how to accept their feedback well.
Step Four: Plan
e.g. Use this action sheet to capture one thing you will continue and one thing you might do differently as a result of the feedback you received.
We congratulate pro mujer staff in Mexico, Peru, Nicaragua and Bolivia for the collaborative design and implementation of a practical action package built entirely on the true meaning of “learning by doing.” This has been exciting work!
What ideas for “learning by doing” does this two-part blog inspire in you?
Valerie Uccellani (email@example.com) is a GLP co-owner and Managing Partner of our Consulting network, as well a Senior Consultant and Trainer with GLP; Christine Little (firstname.lastname@example.org) is a Partner and Core Consultant with GLP. Feel free to contact either of them to learn more about this work.