POST-16 E-LEARNING PRACTITIONERS’ CONFERENCE 2004

1. POST-16 E-LEARNING PRACTITIONERS’ CONFERENCE 2004 BREAKOUT 4 1.30pm – Tuesday 30 November 2004 E9

2. SELF MANAGED LEARNING: MAKING PERSONALISATION REAL IAN CUNNINGHAM Strategic Developments International and the Centre for Self Managed Learning ian@stratdevint.com

3. TRENDS • Customisation - design product to suit customer - learning aboutthe customer • Personalisation - customer ‘co-creates’ product or service or capability - learning with the customer

4. APPROACHES TO DEVELOPMENT • Standardise • Customise • Personalise

5. THE START OF LEARNING SkillsSolutionsSubjectsSpecialisationsSystems Persons Problems Processes Patterns

6. Goals Hudson Uses of e.g.a brick or paper clip GOAL OF 25 USES 65% success NO GOAL - AS MANY AS YOU CAN 7% achieved 25 uses

7. Social/ emotional LEARNING GOALS Technical. Skills. Physical development Career/life

8. LEARNING AGREEMENT Where have I been Where am I now Where do I want to get to How will I get there How will I know if I have arrived

9. LEARNING AGREEMENT Integrate Individual and society Career and current learning Outside and inside

10. LEARNING CONTRACT B M - Z France - April 2001 PAST NOW OBJECTIVES HOW TO ACHIEVE HOW TO MEASURE Personal background Degree of Political & Social Sciences - University of Lausanne - (Switzerland) Z FRANCE Since March 99 . Internal « Change Manager » according to TQM approach. . For 2 years I have been training the whole Z people according to a « family » & « core cascade » approach . Now I am working on the improvement of the key business process and on the « new look » management. . External trainer & consultant onTQM concepts, tools & methods. 1. As I am not coming from the Insurance world, I have to build & to improve my knowledge about: . Insurance culture . Z culture . Insurance language & vocabulary . Insurance functioning (Z & competitors) 2. I want to participate actively to the development of New Z . Planning to meet specifically each Z manager in every segment of the insurance business . Number of managers met versus the planning . Working hard on the improve- ment of the business process (I began yet) . Number of key process: . designed . improved WORK XEROX 1973 to 1978: Salesman 78 to 85: Sales manager (different levels) 85 to 88: Training manager on TQM* (Total Quality Managt) after a 3 month training session at Xerox HQ in Rochester (USA). 88 to 99: internal & external consultant on TQM *« Simply worldclass » is typically a TQM approach. . Working very close to the Human Resources . Number of HR process implemented (eg: recognition employee development, management development, assessment etc…) . Meeting other Insurance organizations . Number of competitors people met . Assuming and implementing fully and efficiently my « internal consultant role ». . Number of specific « consultant » tasks.

11. LEARNING GROUP Human Capital Social Capital Individual development Collective development

12. JRL Versus W O T

13. NEEDED QUALITIES BRAIN – reasoning, ideas, vision, focus EYES/EARS – sensory data, input HEART – feelings, trust MOUTH – communication, output ARMS/HANDS – action, skills GUTS – will, energy, power LEGS – movement, dynamism FEET – connection, grounding

14. Group Learning group report

15. Good fun Sources to help us Set time Keeps your interest Help each other Could do projects Our group Learning group

16. Time out to reflect on what is happening • Makes you think more seriously about your goals • Talking about your ambitions makes you realise them and develop them • Hearing others achievements motivates you into realising your own goals

17. OUR MOTTO Using each other to realise our goals

18. DEVELOPING A LEARNING COMMUNITY

19. POST-16 E-LEARNING PRACTITIONERS’ CONFERENCE 2004 BREAKOUT 4 1.30pm – Tuesday 30 November 2004 E9