BYOL: What Millennials Can Teach Us About Self-Development
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Taking ownership for and driving their own development seems second nature for some, especially many of our Millennials, who’ve grown up with a lifelong, bring-your-own learning mindset and have been wired in from day one. There is much the rest of us can learn from them, especially in terms of infusing our day-to-day lives with micro-learning opportunities, getting more learning out of our work experiences, building and leveraging our development networks, and capitalizing on the vibrant and exponentially growing mega-library that is the internet.
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BYOL: What Millennials Can Teach Us About Self-Development
- 1. Gus Prestera gus@presterafx.com A J&J Professional Development Month Mini-Session October 20, 2015 What Millennials Can Teach Us About Self-Development
- 2. competenci es pipeline bench strengt h performanc e mentoring learning improving the capabilities and performance of leaders and their employees Gus Prestera Consultant | 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: gus@presterafx.com Blended online curriculum covering: • Budgeting • Rate structure • Scoping • Costing • Pricing • SOW Writing • Estimation Models • Proposal Writing • Proposal Presentation • Negotiation Prestera Academy http://academy.presterafx.com Prestera FX http://www.presterafx.com
- 3. What does your professional development consist of today?
- 4. 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
- 6. Mia
- 7. Social Media News Outlets Trade OrganizationsTrade Journals
- 9. abundance of content scarcity of time
- 10. Where can you find 5 – 20 minutes to learn something new? M i c r o L e a r n i n g
- 11. 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.
- 12. How many mentors do you have?
- 13. Naomi
- 14. My Development Network My Manager My Manager’s Manager Nancy in Finance Professor from alma mater Colleague from association Uncle 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
- 15. Where can you find mentors?
- 17. Action Plan be a mentor pay it forward Identify 1-3 development needs that could be addressed through mentoring. Identify 1-3 places where you can find a good mentor.
- 18. 1. “I learn in order to take on tasks” 2. “I take on tasks in order to learn”
- 19. Gus
- 20. “I’d love a vegetable garden.” “I’d love a real vegetable garden.”
- 21. 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 TypesofDevelopmentActions 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)
- 22. RISK REWARD 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.
- 23. 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
- 24. Do you want feedback or just praise?
- 26. 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
- 27. Self-Correction requires that you: Seek out feedback Give permission Accept feedback graciously Reflect critically Make small adjustments
- 28. 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
- 29. How long does it take to learn something useful?
- 30. 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
- 31. Learn Smarter! Josh Kaufman on TEDx Talk The First 20 Hours -- How to Learn Anything https://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
- 32. 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
- 33. visit us @ www.PresteraFX.com Prestera FXtraining and consulting
Notas del editor
- BYOL: Bring Your Own Learning What Millennials Can Teach Us About Self-Development Do you ever notice how some colleagues are always seemingly on top of what’s happening in the industry and have a grasp of the latest trends, skills, and technologies? They’re not at all intimidated by taking on new tasks and roles that require learning a new set of skills. Wouldn’t you like to be more like that? Taking ownership for and driving their own development seems second nature for some, especially many of our Millennials, who’ve grown up with a lifelong, bring-your-own learning mindset and have been wired in from day one. There is much the rest of us can learn from them, especially in terms of infusing our day-to-day lives with micro-learning opportunities, getting more learning out of our work experiences, building and leveraging our development networks, and capitalizing on the vibrant and exponentially growing mega-library that is the internet. Coming out of this session, you also will be able to BYOL and take greater control of your own development. -----o0o----- Materials will include a slide presentation that walks through examples of individuals and what they did to develop their skills and grow their careers, leveraging resources outside of their employer. We’ll then ask participants to apply these techniques to identify 1-3 specific actions they can take.
- Boomers live to work; Gen-Xers work to live; Millenials for fun.
- Meet Mia. You might call her a news junky, though she never reads a newspaper or watches the news on TV. She has news apps on her smartphone and follows newsfeeds from her favorite sources on Twitter, including a number of blogs and media outlets.
- Meet Mia. You might call her a news junky, though she never reads a newspaper or watches the news on TV. She has news apps on her smartphone and follows newsfeeds from her favorite sources on Twitter, including a number of blogs and media outlets.
- As you can see here, the learning landscape is broad and addresses many of the technical, interpersonal, and leadership skills that are so much in demand today.
- We are entering an age of content abundance, where learning content is cheaper—much of it free—and more widely available than ever before…and it is getting cheaper and more accessible still. Universities and private companies are making their content more widely available, often for free. Even technical content is increasingly being made available through industry associations and trade groups. In the case of learning professionals, eLearning Guild, ATD, HR.com, and SHRM are just a few of the organizations providing professional development content resources. It is becoming increasingly difficult to justify building new content, except in the case of job-specific and company-specific training content. We face a scarcity of time in the workplace. People are over-stretched and under-skilled, so they are unable to keep up with the demands of today’s workplace, let alone go searching for the right content at the point of need. This gap between content abundance and time scarcity is really the key issue driving professional development today. Those individuals who know how to bridge this gap and have the motivation to do it are benefitting tremendously, while those who are not able or who are complacent about it are increasingly being left behind.
- Where are there opportunities in your schedule for some micro learning? What sources of content
- Millenials like to crowdsource things, so why not do it with mentors. Rather than just having one lifelong mentor, millennials leverage a large network of colleagues, friends, relatives, and connections to get what they need. Though some relationships can have breadth and depth, others involve more situational and transactional forms of mentoring.
- Millenials tend to be socially conscious and get a lot of satisfaction out of volunteer opportunities. Combining volunteering interests with networking and mentoring can be a great way to kill multiple birds with one stone.
- Where are there opportunities in your schedule for some micro learning? What sources of content
- Where are there opportunities in your schedule for some micro learning? What sources of content
- Surveys tell us that millennials crave more feedback and more often than previous generations. It does beg the question: Is it feedback they seek or just praise? Regardless, actively seeking out feedback is critical in professional development because it enables us to self-correct our attitude, behavior, and knowledge. Self-correction, however, only happens if in addition to seeking feedback, we accept it as the gift it is, reflect on it, and make adjustments based on it.
- Where are there opportunities in your schedule for some micro learning? What sources of content
- Where are there opportunities in your schedule for some micro learning? What sources of content