This document outlines the goals and activities of a project to develop a leadership framework for the education and training sector in the UK. The project aims to establish a knowledge base to help the Education & Training Foundation create a professional career framework for leadership. Key activities include interviews with sector leaders, feedback on leadership development, establishing an international advisory group, and implementing a virtual brainstorming process to engage a diversity of thinkers in developing signals about the future of leadership in this sector. The virtual brainstorming allows anonymous contributions at a large scale to gain wisdom from crowds.
APM Welcome, APM North West Network Conference, Synergies Across Sectors
Leadership from Beyond the FE Sector - ETF
1. Aim ?
To establish a knowledge base from
which the Education & Training
Foundation can develop a professional
and career framework for leadership
and management in the education and
training sector
The Leadership
Conversation
2. 5 members of project management
team (157, NIACE, AELP, IfL, Gazelle)
+ Additional 10 members on Steering
Group
Sector-based partnership
3. 1. Develop a Leadership Framework
2. Identify gaps in leadership
development opportunities and
recommend how to address these
3. Stimulate engagement in the
Leadership Conversation
Objectives
4. • Undertake interviews with education and
training sector leaders
• Seek additional contributions from sector
practitioners, stakeholders and employers
• Seek feedback on leadership
development; work with Sector Task
Group
Key Activities
5. • Establish International Academic Advisory
Group
• Develop leadership think-piece videos
• Implement a virtual brainstorming process
7. Wisdom of Crowds
Large groups of people are smarter than an elite few,
no matter how brilliant - better at solving problems,
fostering innovation, contributing to wise decisions,
and even scoping possible futures.
8. A conventional ‘futures thinking process’ means that you:
Decide focus of ideas collection
Conduct interviews
Analyse interview transcripts
‘Manually’ cluster ideas and develop ‘signals’
The Virtual Process is designed to address issues of:
Numbers Time Resources + Organisational Identity
Very time-consuming
and costly to engage
large numbers of
participants
9.
10. Engages a diversity of thinking (‘wisdom of crowds’) through the innovative
communications technology.
Applies a rigorous process with freedom of input - it allows individuals to be
free from organisational identity and ‘political correctness’ in their anonymous
contribution of ideas and responses.
Combines participants’ ideas and analysis on a scale unachievable by
conventional means - the process can be used in contexts involving many
thousands of people.
Provides a wide range of reporting systems that filter, prioritise and present
perspectives on collected ideas using sophisticated data-mining techniques.
Retains unique data sets that can be then inform various future development
paths and investigate possible outcomes that may otherwise be overlooked.
The Benefits of the Method