Education Innovation

Learning Strategies Pastor

The learning church model is focused on how people learn.

If we are to create a learning church, we will need to focus on more than just the message to be shared.  That role might fall to the Learning Strategies Pastor. 

We will need to design and create environments, teaching/preaching, messages, systems, etc., that build upon these questions. 

 

What do we want them know? 

Why do we want them know it? 

What do we want them to be able to do? 

Where do we start?

Who are your learners?

What’s the goal?

How do we remember?

How do you get their attention?

How do people See?

How do people Read?

How do people Remember

How do people Think

How do people Focus their Attention

What motivates people?

How do people share ideas? (what they have learned) 

How do people Feel when learning? 

What common mistakes will people Make? How can they avoid them? 

How do people decide?

How to design for Knowledge?

How to design for Skills?

How to design for Motivation?

How to design for Environment

 

Key Question: How will we know they learned it? 

Based on the ideas of Julie Dirksen’s book Design for How People Learn and Susan Weinschenk’s 100 Things Every Designer Needs to Know About People. 

 

 

Creative Learning

Creative Learning

View more presentations from Steve Wheeler

Literate Church vs. Transliterate Church

Literate Church vs. Transliterate Church

Literate Church helps people read and understand God's word- the text

Transliterate Church helps people read and understand God's word- the text--AND--connect and collaborate with God's word-the text- across multiple social media and technology platforms.

ART of Learning

A Learning Organization or a Learning Church is...ARTful

Audio 

Retinal

Thought-provoking

Thoughts On A Learning Network

Thoughts on a Learning Network...

In a Learning Network, if you want to get more knowledge then you need to give away more knowledge, share more learning, and help others increase their learning.

In a Learning Network—each person is a node in a massive network of networks.

In the Learning Network-social ties, learning events, learning media, etc. are now organized around the individual (not the group or community).

We have less real face-to-face time with others, but more contract throughout the day via technology and networks. We are now just a likely to learn from someone we see face-to-face during our day, as we are to learn from someone we never see who is in our network.

In the Learning Network- we have moved from place-to-place contact to person-to-person contact through our technology and networks.

The place of connectivity and learning no longer is a physical place. Learning Networks allow for learning outside of the limitations of time and space.

We are members of networks with many loose connections. View connections in terms of reciprocity- we must manage these connections to maximize learning opportunities.

Reciprocity into our networks is not only key...but it leaves a digital trace. People will know if we have helped others learn.

Learning Networks provide for "just-in-time" learning, serendipitous learning. It allows you to leverage your learning with others…but you have to share.

 

Dynamic Learning Alignment

If you want to your organization to be able to adapt and change, then your organization needs to get all people “learning” in the same direction. You need to achieve Dynamic Learning Alignment.

Dynamic Learning Alignment- DLA is reached when the people in your organization are all simultaneously learning what the organization needs to know to succeed in an ever-changing environment.

DLA is learning for the current environmental needs while at the same time learning to prepare for future challenges and opportunities.

DLA requires TriDextrous Learning. Learners prepare for their work, projects, and challenges by learning before directly addressing the work, learning during the work, and learning after the work has been completed. The learner learns about past problems and solutions, current problems and solutions, and also learns about potential future problems and solutions.

When DLA is reached in your organization, all your people will be learning for current and future success in an ever-changing and increasingly complex environment.

DLA enables an organization to become and remain incredibly flexible and adaptable. If your organization is built to change then it is built to learn –

Ability to CHANGE = Ability to LEARN