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Scalable & cost-effective facilitation
of professional identity transformation
in public employment services
This project ...
www.employid.eu
• Learning in modern workplaces =
• changing conditions +
• high requirements in learning
• Learning in mo...
www.employid.eu
① Reflection and Coaching
Two means for learning from experiences at work
② Introducing Coflection
Combini...
www.employid.eu
Reflection and Coaching
Two means for learning from experiences at work
www.employid.eu
NOT Coaching !
© Andreas Nadler „Verliebt in unserer Natur“ / flickr
www.employid.eu
CoachingCoaching
© Konstantin Gastmann / pixelio.de
www.employid.eu
EmployIDEmployID
Reflection
Behavior
Ideas
Feelings
Returning to
experience
Attending to
feelings
Re-evalu...
www.employid.eu
Fostering Collaborative Redesign of Work Practice: Challenges for Tools Supporting Reflection at Work
Refl...
www.employid.eu
Coaching Reflection
Learning goal Understanding practice and learning for the future
Learning matter Exper...
www.employid.eu
Coaching Reflection
Learning goal Understanding practice and learning for the future
Learning matter Exper...
www.employid.eu
Introducing Coflection
Combining coaching and reflection support
www.employid.eu
• Combine coaching and reflection support for learning at the
workplace
• Use synergies in goals, learning...
www.employid.eu
Use reflection when coaching is not possible
Use coaching when reflection is not enough
Iterate between co...
www.employid.eu
• Coaching OR Reflection
• Idea: Enable transitions between Coaching & Reflection
• Let facilitators / use...
www.employid.eu
Collaborative Reflection Peer Coaching
How to combine coaching and reflection?
Dicreasing the distance
Ref...
www.employid.eu
Peer Coaching Process (EmployID)
(based on Lippmann 2009, Berg & Berninger-Schaefer 2010, Berninger-Schäfe...
www.employid.eu
Collaborative Reflection
„(...) the bridge between individual and organisational learning“ (Hoyrup, 2004)
...
www.employid.eu
Peer Coaching Collaborative Reflection
acceptance of offer observe own and shared work (data collection)
p...
www.employid.eu
• Intertwine process steps from coaching and reflection and create new
coflection processes
• Using Coflec...
www.employid.eu
Coflection – Level 3 (meta-level)
Coaching sequence
with reflection
intermediate steps to
reflect about
co...
www.employid.eu
• Adding the provision and discussion of own experiences by
advisors to the peer coaching process (with or...
www.employid.eu
Implementing Coflection
Towards tool support
www.employid.eu
Reflection within Community of Practice
Prototype
More on Reflection Support  Poster Session
Trigger Peer...
www.employid.eu
Peer Coaching Room Prototype
Trigger Reflection
Share data / results from
coaching
www.employid.eu
Implementing Coflection
Trigger Peer Coaching Group
Share data / results from
reflection
Trigger Reflectio...
www.employid.eu
• Coflection scenarios
• Smooth conceptual integration (level 1)
• Identification of meaningful combinatio...
www.employid.eu
You are invited to join:
Peer Coaching Online Learning Course
2nd Peer Coaching Online Course
started this...
www.employid.eu
You are invited to join:
Peer Coaching Online Learning Course
2nd Peer Coaching Online Course
started this...
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The EmployID Coflection Concept presented at EC-TEL 2015

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Coflection is a concept that flexibly combines coaching and reflection to create a maximum of self-directed workplace learning experience. Concept presented by Carmen Wolf and Michael Prilla from the employid.eu project.

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The EmployID Coflection Concept presented at EC-TEL 2015

  1. 1. Scalable & cost-effective facilitation of professional identity transformation in public employment services This project has received funding from the European Union’s Seventh Framework Programme for research, technological development and demonstration under grant agreement no. 619619 Coflection - Combining Mutual Support and Facilitation in Technology Enhanced Learning EC-TEL 2015, Toledo/Spain Michael Prilla Ruhr-University of Bochum Carmen Wolf, M.A. Karlsruhe Institute of Technology
  2. 2. www.employid.eu • Learning in modern workplaces = • changing conditions + • high requirements in learning • Learning in modern workplaces • Self-directed learning • Learning from experiences, informal learning • How to handle this? How to support this? • Eraut (2004): „formal study, listening, observing, reflecting, practising and refining skills, trial and error, supervision or coaching, and mentoring“ Challenge… accepted!
  3. 3. www.employid.eu ① Reflection and Coaching Two means for learning from experiences at work ② Introducing Coflection Combining coaching and reflection support ③ Implementing Coflection Towards tool support Agenda
  4. 4. www.employid.eu Reflection and Coaching Two means for learning from experiences at work
  5. 5. www.employid.eu NOT Coaching ! © Andreas Nadler „Verliebt in unserer Natur“ / flickr
  6. 6. www.employid.eu CoachingCoaching © Konstantin Gastmann / pixelio.de
  7. 7. www.employid.eu EmployIDEmployID Reflection Behavior Ideas Feelings Returning to experience Attending to feelings Re-evaluating experience New perspectives Change in behavior Readiness for application Commitment to action Critical / counterfactual thinking Inference, abstraction Boud (1985) Photograph by ŠJů
  8. 8. www.employid.eu Fostering Collaborative Redesign of Work Practice: Challenges for Tools Supporting Reflection at Work Reflection or Coaching? “Reflection is a complex, multifaceted and messy process that is tamed and domesticated at the risk of destroying what it can offer” (Cressey, Boud et al. 2006) Image:naturalbornstupid@flickr.com “Coaching can be defined as structured communication process in which a coach assists a client to identify his or her set of goals to improve professional performance and personal satisfaction.”
  9. 9. www.employid.eu Coaching Reflection Learning goal Understanding practice and learning for the future Learning matter Experiences, practices Trigger(s) Problem situation, discrepancy to expectations CoachingVS. Reflection?
  10. 10. www.employid.eu Coaching Reflection Learning goal Understanding practice and learning for the future Learning matter Experiences, practices Trigger(s) Problem situation, discrepancy to expectations Learning approach (Rather) Formal, guided Informal, emergent Roles in the process Coach, client (coachee) Reflection participants (symmetry) Interventions in the process Many tools and interventions for different steps in the process Questions, moderation of group reflection Labour division model Cooperation:Coach provides structure (process expert), client digs into issues (content expert) Collaboration:All participants engage in reflection on same context Goal for session Common goal: Positive outcomes from coaching, capacity to act (but different individual goals) Shared goal: Learning about same / similar issue(s) Barriers Time and personnel (coaches) needed Time to step back, continuity, integration into daily work Implementation (technical support) Synchronous (partly asynchronous, e.g. preparation) Asynchronous (partly synchronous, e.g. meetings) Training Required (role taking) Not required CoachingVS. Reflection?
  11. 11. www.employid.eu Introducing Coflection Combining coaching and reflection support
  12. 12. www.employid.eu • Combine coaching and reflection support for learning at the workplace • Use synergies in goals, learning matter and triggers • Provide “balance between support provided by people on the spot (…) and support from a designated mentor or manager” (Eraut 2004) Introducing „Coflection“ CoachingAND Reflection
  13. 13. www.employid.eu Use reflection when coaching is not possible Use coaching when reflection is not enough Iterate between coaching and reflection for continuous self-directed learning from experiences How to combine coaching and reflection? Bridging the gap Reflection Coaching
  14. 14. www.employid.eu • Coaching OR Reflection • Idea: Enable transitions between Coaching & Reflection • Let facilitators / user choose the process that suits them best Coflection – Level 1 (Process level) Coaching Reflection Coaching Reflection Shared data from coaching and reflection
  15. 15. www.employid.eu Collaborative Reflection Peer Coaching How to combine coaching and reflection? Dicreasing the distance Reflection Coaching
  16. 16. www.employid.eu Peer Coaching Process (EmployID) (based on Lippmann 2009, Berg & Berninger-Schaefer 2010, Berninger-Schäfer 2011 in: Blunk, Prilla,Wolf & Prilla &Wolf 2015) solution state start, problem selection problem & situation vision, resource collecting further resources setting goals Solution & next steps feedback all client & peer coaching facilitator client & peer coaching facilitator Advisors & client client & peer coaching facilitator Advisors & client all 5 min. 5 min. 10 min. 10 min. 5 min. 10 min. 5 min. Initial phase Main phase (session) Final phase problem state change of pattern state
  17. 17. www.employid.eu Collaborative Reflection „(...) the bridge between individual and organisational learning“ (Hoyrup, 2004) Boud (1985) Behavior Ideas Feelings Returning to experience Attending to feelings Re-evaluating experience New perspectives Change in behavior Readiness for application Commitment to action Boud (1985) Articulating, sharing (similar) experience(s) Articulating, sharing insights / outcomes Shared perspectives, shared understanding Coordinating and embedding group processes of reflection into work
  18. 18. www.employid.eu Peer Coaching Collaborative Reflection acceptance of offer observe own and shared work (data collection) problem analysis document experiences definition of status quo & desired status exchange experiences and connect them awareness of feelings & behaviour ask for feedback vision, change of pattern state understand and examine experiences defining goal(s) comment on behaviour (questioning & criticising) finding solutions exchange ideas and perspectives work out steps to reach solution propose solutions try out solutions (role play) check solution proposals (implementation of solutions) (consolidating solutions) evaluation of results giving advice, collecting solutions* Elements of Coaching and Reflection *This is only done by advisors in peer coaching, never by a coach.
  19. 19. www.employid.eu • Intertwine process steps from coaching and reflection and create new coflection processes • Using Coflection in tools • pre-definded coflection setups (procedures) • own configuration by users Coflection – Level 2 (element level) Shared data from coaching and reflection Reflection Coaching
  20. 20. www.employid.eu Coflection – Level 3 (meta-level) Coaching sequence with reflection intermediate steps to reflect about coaching (and peer coaching) C.1 R.1 C.2 R.2 Reflection Coaching to learn about reflection during or between reflection sessions
  21. 21. www.employid.eu • Adding the provision and discussion of own experiences by advisors to the peer coaching process (with or instead of the solution suggestions) (Level 2) • Adding a “coaching” role and a pattern state change trigger to the reflection process (Level 2) • Adding reminders of solutions after peer coaching to trigger reflection about the success of the peer coaching process AND about the application of solutions identified in the peer coaching process (touches Levels 1 and 3) Examples of Coflection
  22. 22. www.employid.eu Implementing Coflection Towards tool support
  23. 23. www.employid.eu Reflection within Community of Practice Prototype More on Reflection Support  Poster Session Trigger Peer Coaching Group Share data / results from reflection
  24. 24. www.employid.eu Peer Coaching Room Prototype Trigger Reflection Share data / results from coaching
  25. 25. www.employid.eu Implementing Coflection Trigger Peer Coaching Group Share data / results from reflection Trigger Reflection Share data / results from coaching Add coaching role and supportive material to reflection Add prompting and experience exchange to peer coaching
  26. 26. www.employid.eu • Coflection scenarios • Smooth conceptual integration (level 1) • Identification of meaningful combinations (level 2) • Combining tool support • Enabling transitions / processing data (level 1) • Enabling re-combinations of processes (level 2) • Evaluation Further work
  27. 27. www.employid.eu You are invited to join: Peer Coaching Online Learning Course 2nd Peer Coaching Online Course started this week!  http://mooc.employid.eu/peer-coaching-2/ The END Questions? Michael Prilla michael.prilla@rub.de Carmen Wolf carmen.wolf@kit.edu
  28. 28. www.employid.eu You are invited to join: Peer Coaching Online Learning Course 2nd Peer Coaching Online Course started this week!  http://mooc.employid.eu/peer-coaching-2/ The END Questions?

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