Cohort 21 Shared Resources

What is Learning Agility? Learning agility is the capacity for rapid, continuous learning from experience. Agile learners are good at making connections across experiences, and they’re able to let go of perspectives or approaches that are no longer useful — in other words, they can unlearn things when novel solutions are required. People with this mindset tend to be oriented toward learning goals and open to new experiences. They experiment, seek feedback, and reflect systematically.

How Do You Develop Learning Agility? Since developing learning agility involves learning to recognize and change automatic routines, the aid of a coach can be invaluable. Coaching, which Peterson calls “the ultimate customized learning solution,” helps clients understand how their minds work and how to make them work better. But even if you’re not working with a coach, there are steps you can take on your own to enhance your learning agility. Ask for feedback. Think of one or more people who interacted with you or observed your performance on a given task.

Experiment with new approaches or behaviors. To identify new behaviors for testing, Peterson recommends reflecting on a challenge you’re facing and asking yourself questions such as “What’s one thing I could do to change the outcome of the situation?” and “What will I do differently in the future?”

the HISD badging system provides flexibility for HISD teachers to access the modules online at any time and place and to complete them at their own pace.

This flexibility is critical to help teachers balance their everyday demands with the expectation to build new expertise in content, pedagogy and new technologies.

It allows them to build a badging portfolio that reflects the skills and knowledge they have developed, as well as evidence of classroom impact. That portfolio is portable.

define organizational chaos. You know exactly what I am talking about: shifting priorities, unclear direction, unstable processes, unhappy customers, disengaged employees.

I'm also not talking about energizing chaos—the type of externally driven change from customers and competitors that stimulates innovation, reduces complacency,

By reducing the organizational chaos that is completely within your control, you not only establish a solid foundation on which excellence can be built, but you also free up the psychic energy and resources you need to cope with the truly unforeseen circumstances

In my mind, a solid 4 rating means that your adult professional embraces feedback, both formal and informal and has strong systems and processes in place that encourage feedback - things like annual faculty,  parent, and board surveys, intentionally designed evaluation processes for students, faculty, staff and leadership that happen at minimum annually, but even better quarterly, regular audits of programs, curriculum, pedagogy, time and space.  Other good signs that your culture supports feedback might be meetings that end with questions like, "How are we working together as a team/department?" and "What can we do to get better at this work?"  and school leaders who ask their reports with genuine curiosity,  "What can I do to better support your work?"  "What do you think about this idea?" or "How did this meeting go for you?"

What if you spent a week "playing anthropologist" with the following question in mind: "What evidence do I see that our adult community has a strong culture of feedback?" 

As a teacher, your "self" is embedded within your teaching -- which is how it goes from a job to a craft. The learning results are yours.

it makes sense that students' self-defense mechanisms kick in when they're challenged.

Lack of apparent curiosity Apathy Refusal to take risks Decreased creativity Defeated tones Scrambles for shortcuts

immediately

Social Media is one venue (of many) to LEARN… why should it not play a role in our schools?

Social

Expert coaches uniformly avoid overloading performers with too much or too technical information. They tell the performers one important thing they noticed that, if changed, will likely yield immediate and noticeable improvement ("I was confused about who was talking in the dialogue you wrote in this paragraph"). They don't offer advice until they make sure the performer understands the importance of what they saw.

I say "in most cases" to allow for situations like playing a piano piece in a recital. I don't want my teacher or the audience barking out feedback as I perform. That's why it is more precise to say that good feedback is "timely" rather than "immediate."

The idea is to understand the challenges facing teachers and students today, and to design solutions and share them

making innovation routine by providing engaging questions both in class and out, and providing a space, resources and inspiration to pursue and explore answers to these questions.