Local Government Academy Apprenticeship Program PDF

LOCAL GOVERNMENT ACADEMY APPRENTICESHIP PROGRAM For LGOOs II and III Batch 55 New Clark City, Capas, Tarlac THE LOCAL GOVERNMENT ACADEMY TRAINING CENTER (LGATC) University of the Philippines - Los Baños, Laguna Changing Mindsets. Inf...

LOCAL GOVERNMENT ACADEMY APPRENTICESHIP PROGRAM For LGOOs II and III Batch 55 New Clark City, Capas, Tarlac THE LOCAL GOVERNMENT ACADEMY TRAINING CENTER (LGATC) University of the Philippines - Los Baños, Laguna Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. THE COACH FRAMEWORK Changing Mindsets. Influencing Behavior.  MENTOR FOUR Engaging and Empowering ROLES Coach OF A COACH TRAINER FACILITATOR ADVISER Changing Mindsets. Influencing Behavior. Who is… a COACH/ a MENTOR? Changing Mindsets. Influencing Behavior. This approach has a set duration of achieving the intervention goals. COACHING / MENTORING Changing Mindsets. Influencing Behavior. This intervention approach is relationship- oriented. COACHING / MENTORING Changing Mindsets. Influencing Behavior. This intervention approach is short term and focused on instructing. COACHING / MENTORING Changing Mindsets. Influencing Behavior. This is development-driven and targets personal transformation. COACHING / MENTORING Changing Mindsets. Influencing Behavior. Focused on achieving specific development areas. COACHING / MENTORING Changing Mindsets. Influencing Behavior.  coaching is a structured, sustained (but short term) process for enabling the COACHING development of a specific aspect of a learner’s practice. Reference: www.cymru.gov.uk Changing Mindsets. Influencing Behavior.  coaches are fellow professionals with knowledge and expertise relevant to the goals of the learner. COACHES They enable learners to take control of their own learning through non-judgmental questioning and support. Changing Mindsets. Influencing Behavior.  Mentoring is a structured, sustained process (longer term) MENTORING for supporting learners through significant career transitions. Changing Mindsets. Influencing Behavior.  Mentors are experienced colleagues with knowledge of the requirements of the role. They enable access to a range of increasingly self-directed learning MENTORS opportunities to support the development of the whole person. Mentors are selected on the basis of appropriate knowledge of the needs and working context of the professional learner. Changing Mindsets. Influencing Behavior.  Coaching Mentoring Has a set duration Ongoing relationship Task oriented Relationship oriented Short term Long term Formal Relationship Informal relationship Performance Driven Development driven Focused on achieving goals Focused on support and guidance Focused on specific development Focused on professional and personal areas success Focused on instructing Focused on listening Behavioral transformation Personal transformation Changing Mindsets. Influencing Behavior.  MENTOR FOUR Engaging and Empowering ROLES Coach OF A COACH TRAINER FACILITATOR ADVISER Changing Mindsets. Influencing Behavior.  TRAINER Designing Programs Transferring Knowledge Evaluating Impact Assessing Situations Promoting Learning Changing Mindsets. Influencing Behavior.  FACILITATOR Delivering your message Building Teams Seeking Solutions Defining Success Achieving Results Changing Mindsets. Influencing Behavior.  ADVISER Improving Decisions Managing Change Clarifying roles Thinking strategically Promoting Excellence Changing Mindsets. Influencing Behavior.  COACH COMPETENCIES Active Asking Effective Relevant Empathy Accountability Listening Questions feedback Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Determine what the coachee wants to achieve. Arrive at an agreement. “What do you want to achieve at the end of this session?” Changing Mindsets. Influencing Behavior. Clarify the current situation as objectively as possible. “What is happening now?” “What do you think is causing this?” Changing Mindsets. Influencing Behavior. Once underlying issues are identified, ask coachee to identify available options. “What are the different things you could do to…” “What other options do you think you might have?” Changing Mindsets. Influencing Behavior. Coachee moves from considering options to making a decision “Will this address your goal?” “What support will you need?” “Let’s see how it works. See you again on…” Changing Mindsets. Influencing Behavior.  ROLES Engaging and Empowering OF A COACH Coach TRAINER FACILITATOR Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY 55th Batch Apprenticeship Program For LGOO II & III June 25-July 7, 2023 New Clark City THE LOCAL GOVERNMENT ACADEMY TRAINING CENTER (LGATC) University of the Philippines - Los Baños, Laguna Changing Mindsets. Influencing Behavior. Personal Leadership Changing Mindsets. Influencing Behavior.  Learning Objectives The apprentices will formulate their personal learning plan for the module. The apprentices will share his/her learning plan with a learning partner. Changing Mindsets. Influencing Behavior.  SESSION OVERVIEW Leadership Styles Group Factors - Styles - Process bias - Beliefs - Product bias Successful Leadership Leadership Organizational Competencies Impact - Competencies - Strategic Results - Learning Plan - Positive Climate Changing Mindsets. Influencing Behavior.  COACH COMPETENCIES MENTOR - helping yourself and others to be effective BecomingSelf-Aware knowing your personal strengths & weaknesses Pursuing Personal Mastery modelling good leadership behaviours Changing Mindsets. Influencing Behavior. © 2003 LGL INSTITUTE  COACH COMPETENCIES MENTOR - helping yourself and others to be effective Creating Relationships understanding the needs of others Learning Approach implementing learning plans Helping Others maximizing the potential in others Changing Mindsets. Influencing Behavior. © 2003 LGL INSTITUTE  COACH COMPETENCIES FACILITATOR - helping groups to make decisions Delivering Your Message presenting to audience Building Teams mobilizing people to be effective in groups Seeking Solutions leading group problem solving processes Changing Mindsets. Influencing Behavior. © 2003 LGL INSTITUTE  COACH COMPETENCIES FACILITATOR - helping groups to make decisions Defining Success developing a common sense of direction Achieving Results translating plans into action Changing Mindsets. Influencing Behavior. © 2003 LGL INSTITUTE  COACH COMPETENCIES ADVISOR - helping local government units to excel Improving Decisions promoting effective decision-making Managing Change dealing with shifting conditions Clarifying Roles promoting defined civic responsibilities Changing Mindsets. Influencing Behavior. © 2003 LGL INSTITUTE  COACH COMPETENCIES ADVISOR - helping local government units to excel Thinking Strategically designing strategic planning process Promoting Excellence encouraging innovative practices Changing Mindsets. Influencing Behavior. © 2003 LGL INSTITUTE  COACH COMPETENCIES TRAINER Designing Programs creating training plans and logistics Transferring Knowledge developing lesson plans and resource materials Evaluating Impact assessing training outcomes Changing Mindsets. Influencing Behavior. © 2003 LGL INSTITUTE  COACH COMPETENCIES TRAINER Assessing Situations determining the appropriate intervention Promoting Learning using adult learning styles Changing Mindsets. Influencing Behavior. © 2003 LGL INSTITUTE  LGOO COMPETENCIES 1. Ensuring Excellent Results (EER) 1. Developing and Inspiring Others (DIO) 1. Planning Work and Managing Teams (PWMT) 1. Effective Communication (EC) 1. Influence (I) Changing Mindsets. Influencing Behavior. © 2003 LGL INSTITUTE Ensuring Excellent Results Effectively manage one’s time and resources Thinking outside the box Taking accountability for final outcomes Changing Mindsets. Influencing Behavior.  Developing and Inspiring Others Encouraging continuous learning and development of staff Collaborating with staff in identifying their strengths and areas for improvement and determining how to do it better next time Changing Mindsets. Influencing Behavior.  Planning Work and Managing Teams Organizing workload effectively, efficiently, and interdependently Harnessing the energies and commitment of those they lead Ensuring optimal use of resources and being resourceful Changing Mindsets. Influencing Behavior.  Effective Communication Understanding technical/ professional information Process and utilize information in oral and written forms of communication Using medium appropriate for the target Changing Mindsets. Influencing Behavior.  Influence Ability to establish trust, rapport, and credibility with key customers and stakeholders in order to transform key messages and ideas into productive action and secure support for the actual implementation of programs. Changing Mindsets. Influencing Behavior.  PERSONAL LEADERSHIP: Personal Learning Plan Learning Objectives: ✔To prepare personal learning plan for the module ✔To initiate relationship with a learning partner Changing Mindsets. Influencing Behavior. © 2003 LGL INSTITUTE  A written commitment to: Share learning objectives Personal Learning Plan Focus on learning from program Use learning in workplace Reinforce learned behaviour Be accountable for follow up Specify realistic follow up targets Changing Mindsets. Influencing Behavior.  PERSONAL LEARNING PLAN Name : ___________________________ Date: _______________ RELEVANT PROGRAM COHORT/ LEARNING LEARNING OBJECTIVE ACTIVITY PARTNER ASSISTANCE © 2003 LGL INSTITUTE Changing Mindsets. Influencing Behavior.  Another Apprentice whom you will: Share learning objectives Provide feedback on behaviors Learning Partner Provide feedback on program performance Help to achieve program success Practice coaching for learning plans and training modules Changing Mindsets. Influencing Behavior. Relevant Program Activity Changing Mindsets. Influencing Behavior.  PERSONAL LEARNING PLAN Name : Juan Dela Cruz Date: June 26, 2023 RELEVANT PROGRAM COHORT/ LEARNING LEARNING OBJECTIVE ACTIVITY PARTNER ASSISTANCE 1.Training Cycle 2. Designing a training To effectively transfer Act as critic and program knowledge thru participant during 3. High Impact teaching teaching rehearsals Presentation © 2003 LGL INSTITUTE Changing Mindsets. Influencing Behavior.  PERSONAL LEARNING OBJECTIVES’ ACTIVITY INSTRUCTIONS INDIVIDUAL (30 minutes) 1. Formulate 3 Personal Learning Goals in this module based on the Module Content (refer to Coach and LGOO Competencies and the Schedule of Activities) 2.Develop specific Learning Objectives that you would like to achieve during this module (use the worksheet) Changing Mindsets. Influencing Behavior. © 2003 LGL INSTITUTE  PERSONAL LEARNING OBJECTIVES’ ACTIVITY INSTRUCTIONS DYADS (20 minutes) 3. Review your specific learning objectives with a learning partner. 4. Identify how your learning partner can assist you to achieve your learning objectives. Changing Mindsets. Influencing Behavior.  PERSONAL LEARNING OBJECTIVES’ ACTIVITY INSTRUCTIONS FOLLOW UP 5. Present your program learning objectives during the next session. Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY MARAMING SALAMAT! lgaphilippines lga.gov.p h Changing Mindsets. Influencing Behavior. SUCCESSFUL PRESENTATION LGOO VII KLIENE P. CHUNANON Cluster Head, DILG Kalinga  Learning Objectives To practice speaking clearly in front of a group To understand how others perceive your presentation skills and style  Competencies 1 2 3 Delivering Helping others Creating your message relationships SUCCESSFUL PRESENTATION FRAMEWORK CONTENT PROCESS Message Technique Impact Medium Successful Communication FEEDBACK AUDIENCE Receiving Needs Giving Involvement  SUCCESSFUL PRESENTATIONS MATERIAL AUDIENCE Introduction Hearing Body Seeing Conclusion Feeling Successful Message STYLE DELIVERY Voice Equipment Presence Medium Attitude Techniques  PRESENTATION SUCCESS FACTORS LIST 1. FORMAT Good introduction/clear aims Effective use of medium Clear and concise content PRESENTATION SUCCESS FACTORS LIST 2. IMPACT -Use of illustrations / anecdotes interesting to audience - Audience feels good, smiling and humor  PRESENTATION SUCCESS FACTORS LIST 3. PRESENCE - No distracting habit - Good stand-up posture - Demonstrated confidence PRESENTATION SUCCESS FACTORS LIST 4. CONTACT - Good eye contact - Good tone and voice variation - Appropriate speed and use of silence PRESENTATION SUCCESS FACTORS LIST 5. MECHANICS - Starts and ends on time - Good use of facility and equipment - Appropriate use of notes  TYPES OF FEEDBACK Reinforce Acknowledging doing right things increases performance Criticize Stop poor performance Suggest how to improve Advise To change behavior to meet expectations No feedback is given Ignore To maintain status quo to avoid conflict Giving Feedback THINGS TO CONSIDER IN GIVING FEEDBACK Specific Describe observable behaviour Thoughtful Consider the needs of the person Give it when the person needs it the Timely most Personal Use “I” not “You” whenever possible THINGS TO CONSIDER IN GIVING FEEDBACK Realistic Ensure potential follow-up Include positive and negative Balanced feedback Check to ensure clarity and Understandable accuracy  SIMPLE FORMULA When you did ____________ (state the observable behavior), I felt (or thought) _____________ (state personal impact) Receiving Feedback Breathe Prepare to Listen Listen Hear and understand Clarify Ask questions to clarify Receiving Feedback Request for more Ask Feedback Refrain from responding Refrain if you feel defensive Receiving Feedback It is important but it is Reflect only one person’s perspective It is a risk to give feedback Acknowledge encourage the person to do it again  LEARNING PLAN PRESENTATION Instructions: 1. An apprentice will present his/her learning plan (three learning objectives) for 2 minutes. 2. One apprentice will provide feedback on the presentation for 1 minute. 3. Please be guided with the Success Factor list in giving the feedback. INSTRUCTION 4. The sequence of the presenters would be based on the sequence of the list provided by LGA per cohort. The No. 1 in the list is the first presenter and so on… 5. While the sequence of feedback givers would also be based on the said list. The last apprentice reflected on the list (no.24) is the first feedback giver followed by no.1, then no. 2 and so on. PRESENTER FEEDBACK GIVER 1 24 2 23 3 22 PRESENTER FEEDBACK GIVER 4 21 16 9 5 20 17 8 6 19 18 7 7 18 19 6 20 5 21 4 8 17 22 3 9 16 24 2 10 15 11 14 12 13 13 12  LOCAL GOVERNMENT ACADEMY UNDERSTANDING FACILITATION 27 June 2023 | New Clark City, Tarlac THE LOCAL GOVERNMENT ACADEMY TRAINING CENTER (LGATC) University of the Philippines - Los Baños, Laguna Changing Mindsets. Influencing Behavior. GROUP JUGGLE Juggling of Balls Changing Mindsets. Influencing Behavior.  ✔5 balls ✔All balls to pass through all members ✔Least amount of time ✔3 minutes to strategize ✔Timer, Evaluation https://www.playmeo.com/activities/?subscription%5B%5D=free Changing Mindsets. Influencing Behavior. ─Any observations? ─Goal was clear? ─Individual attributes that helped the juggling? https://superoxy.life/product_details/315824206.html Changing Mindsets. Influencing Behavior. ─Who suggested the strategies? ─What do you think went well? ─Any factors impeded the cohort’s success? https://superoxy.life/product_details/315824206.html Changing Mindsets. Influencing Behavior.  PEOPLE GROUP A Style DYNAMICS A Beliefs FRAMEWORK PRODUCT PROCESS Deliverables SUCCESSFUL A A Steps Success Factors GROUPS A A Milestones PURPOSE A Goals/ Beliefs A Expectations ©Changing 2003 LGLMindsets. INSTITUTEInfluencing Behavior.  MENTOR Engaging and Empowering Coach TRAINER FACILITATOR ADVISER Changing Mindsets. Influencing Behavior.  VIDEO CLIP Dead Poets Society: scene 50:44 to 55:38 Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Helps groups to improve their process for solving problems and making decisions so that they can achieve their goals and increase their overall effectiveness. Roger Schwartz Changing Mindsets. Influencing Behavior. FACILITATION MODEL Changing Mindsets. Influencing Behavior.  PRESENT FUTURE CONDITIONS OUTCOMES FACILITATION PROCESS FACILITATION MODEL FEEDBACK Changing Mindsets. Influencing Behavior. WE LEAD MEETINGS WE MANAGE PROJECTS WE ORGANIZE PEOPLE Changing Mindsets. Influencing Behavior.  Facilitation at its core TO GET WORK DONE https://www.npr.org/sections/alltechconsidered/2014/12/16/369880178/successful-tech-requires-an-old-fashioned-skill-organizing- people Changing Mindsets. Influencing Behavior.  MANAGE THE PROCESS https://www.npr.org/sections/alltechconsidered/2014/12/16/369880178/successful-tech-requires-an-old-fashioned-skill-organizing- people Changing Mindsets. Influencing Behavior. FOUNDATIONAL VALUES OF FACILITATIVE LEADERSHIP Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. TECHNOLOGY OF PARTICIPATION Changing Mindsets. Influencing Behavior. About the Technology of Participation (ToP) Technology of Participation (ToP) is a powerful collection of structured facilitation methods that transform the way groups think, talk and work together. Changing Mindsets. Influencing Behavior. CONSENSUS-DRIVEN APPROACH enables groups to ❑Engage in thoughtful conversations ❑Develop a shared narrative ❑Build common ground for working together ❑Create implementable plans Changing Mindsets. Influencing Behavior.  SPACE TIME EVENTFULNESS PRODUCT STYLE S.T.E.P.S for a participatory environment Changing Mindsets. Influencing Behavior. SAMPLE EVENT: PLANNING WORKSHOP ❑ Purpose ❑ Product ❑ Process ❑ People Changing Mindsets. Influencing Behavior. SAMPLE FACILITATION TECHNIQUE METACARDS Changing Mindsets. Influencing Behavior. https://extensionaus.com.au/extension-practice/technology-of-participation-top-facilitation-methods/ Changing Mindsets. Influencing Behavior. One idea per card WRITE BIG Changing Mindsets. Influencing Behavior.  FOCUS QUESTION: QUICK EXERCISE What are the pressing issues encountered by your barangays in Aslag? Identify 2 issues. Changing Mindsets. Influencing Behavior. One idea per card WRITE BIG Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY MARAMING SALAMAT! lgaphilippines lga.gov.p h Changing Mindsets. Influencing Behavior. GIVING PRESENTATIONS  Learning Objectives: ✔ To present recommendations to the Council for appropriate action Core Competencies: ✔ Improving Decisions ✔ Delivering Your Message ✔ Achieving Results  Session Flow: Effective Meetings Decision Making Process “Council meeting”  GIVING PRESENTATIONS - FRAMEWORK: DECISIONS ATYPES A INTENTIONS QUALITY OF PROCESS ADVICE GOOD A Flow A FORMAT DECISIONS Dilemmas A INFORMATION MEETINGS Preparation A Conduct  What to do with tough questions? 1. Reflect 2. I’ll Get Back to You 3. Defer to the Expert 4. Compliment the Questioner 5. Answer a Question with a Question 6. Parallel Answer 7. Set the Rules Are you ready Doble Cinco? Group Activity: “COUNCIL MEETING” Purpose: To present Recommendations to the Council for appropriate action  Group Activity: “COUNCIL MEETING” Presentation Presenter Mun. (BDC) Council FEEDBACK GIVER  Group Activity: “COUNCIL MEETING” Activity Instructions Presentations by BDC Mun. Council Feedback Giver Presentation Outline Presentation by the BDC (6) -10 mins. Reaction by Council (Question & Answer) (10) - 5 mins. Feedback and Time Keeper (8) - 5 mins ------------- Tota 20 mins  GIVING PRESENTATIONS ROLE EXPECTATIONS Barangay Development Council (BDC) ✔ Maximize group member involvement. ✔ Stick to timeline. ✔ Be creative and use available resources. ✔ Remember to tell them what you will present, present it and summarize with a clear recommendation for action.  GIVING PRESENTATIONS ROLE EXPECTATIONS Municipal Council Group ✔ Prepare to ask concise questions regarding the content of the presentation. ✔ Be reasonable in posting questions.  GIVING PRESENTATIONS ROLE EXPECTATIONS Observers/Feedback Group ✔ Provide feedback on the Content of the Presentation. ✔ Provide feedback on the Presentation format and style. ✔ Give quality feedback.  LOCAL GOVERNMENT ACADEMY MARAMING SALAMAT! lgaphilippines lga.gov.p h Changing Mindsets. Influencing Behavior.  SCHEDULE OF PRESENTERS, COUNCIL, FEEDBACK GIVERS PRESENTATION BDC MUN. COUNCIL FEEDBACK GIVER 1st 5 3 2 2nd 2 4 1 3rd 4 1 6 4th 3 2 5 5th 6 5 4 6th 1 6 3  LOCAL GOVERNMENT ACADEMY MAKING RECOMMENDATIONS June 28, 2023 THE LOCAL GOVERNMENT ACADEMY TRAINING CENTER (LGATC) University of the Philippines - Los Baños, Laguna Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY MARAMING SALAMAT! lgaphilippines lga.gov.p h Changing Mindsets. Influencing Behavior. SOLUTION SEEKING Changing Mindsets. Influencing Behavior. SOLUTION- SEEKING Changing Mindsets. Influencing Behavior.  LEARNING OBJECTIVES ❑To demonstrate various group facilitation techniques ❑To simulate a “real” life group experience through a complete problem-solving process ❑To demonstrate the solution seeking methodology Changing Mindsets. Influencing Behavior.  CORE COMPETENCIES Building Teams Experience a team process Defining Success Defining desired outcome Thinking strategically Implementing a problem-solving process Translating plans into action Developing action plans Seeking Solutions Practicing convergent/divergent techniques Changing Mindsets. Influencing Behavior.  SOLUTION-SEEKING MODEL DEFINE THE STRATEGIC TOPIC To ensure that the group members are clear on the scope and meaning of the topic being discussed. IDENTIFY DESIRED OUTCOMES To focus further the discussion by identifying a single result rather than multiple results to be pursued in addressing the Strategic Topic as defined in Step 1. DEVELOP RESPONSE OPTIONS To focus further the discussion by identifying possible options to recommend short-term or long term strategies to achieve the Desired Result in Step 2. ESTABLISH AN ACTION PLAN To focus further discussion by identifying specific actions required to implement the Preferred Strategy in Step 3 or address the Strategic Topic in Step 1 and Achieve the Main Result in Step 2. Changing Mindsets. Influencing Behavior. THE REQUIRED OUTPUTS Key Question Key Result Preferred Option Action Plan Changing Mindsets. Influencing Behavior.  SOLUTION SEEKING KEY QUESTION WORKSHOP INSTRUCTIONS Appoint a FACILITATOR, RECORDER, & TIMER Identify specific issues associated with your Strategic Topic. Identify (imagine) the available information relative to that specific issue. Brainstorm some potential questions to be addressed in dealing with your Strategic Topic based on your list of specific issues. Select one key question to be addressed in this challenge Changing Mindsets. Influencing Behavior.  SOLUTION SEEKING KEY QUESTION WORKSHEET KEY INFORMATION KEY ISSUES/OPPORTUNITIES AVAILABLE INFORMATION POSSIBLE QUESTIONS (Who, What, Why, How, and When Questions for Program) KEY QUESTON TO ADDRESS Changing Mindsets. Influencing Behavior.  SOLUTION SEEKING KEY RESULT CHALLENGE INSTRUCTIONS Appoint a FACILITATOR, RECORDER, & TIMER. Brainstorm a long list of outcomes which would be realized if the key question is successfully answered. Determine which outcomes are Main Result – observable, measurable, & determinable by the organization Benefits – to be realized if the main result is achieved Prerequisites – requirements to achieve the main result Changing Mindsets. Influencing Behavior.  SOLUTION SEEKING KEY RESULT WORKSHEET DESIRED OUTCOMES LONG LIST KEY RESULT PREREQUISITES BENEFITS Changing Mindsets. Influencing Behavior.  SOLUTION SEEKING PREFERRED OPTION CHALLENGE INSTRUCTIONS Appoint a FACILITATOR, RECORDER & TIMER, Brainstorm alternative options (strategies or approaches) to achieve the identified key result. Create a short list of alternative options. Assess your top 3 alternative options using the pros and cons analysis. Select the preferred option that would best achieve your key result. Changing Mindsets. Influencing Behavior.  SOLUTION SEEKING PREFERRED OPTION WORKSHEET ALTERNATIVE OPTIONS PROs CONs 1. _ + _ + + _ _ 2. + _ + _ + _ 3. _ + _ + + _ PREFERRED OPTION Changing Mindsets. Influencing Behavior.  SOLUTION SEEKING ACTION PLAN CHALLENGE INSTRUCTIONS Appoint a FACILITATOR, RECORDER & TIMER. Identify specific actions to implement the preferred option Sequence the short term activities (over the next 6 months) and determine a timeline along with required resources and responsibility Note the long term activities to occur after the short term actions are implemented Changing Mindsets. Influencing Behavior.  SOLUTION SEEKING ACTION PLAN WORKSHEET ACTION PLAN (Who, What, When, How….) SHORT TERM STRATEGIES WHO WHEN RESOURCES LONG TERM DIRECTIONS NOTES Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY LEARNING CONCEPTS AND ADULT LEARNING PRINCIPLES June 29, 2023 THE LOCAL GOVERNMENT ACADEMY TRAINING CENTER (LGATC) University of the Philippines - Los Baños, Laguna Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY MARAMING SALAMAT! lgaphilippines lga.gov.p h Changing Mindsets. Influencing Behavior.  ORGANIZING ALTERNATIVE MODES OF LEARNING ACTIVITIES  Learning Objectives At the end of the session, the participants shall: Identify good practices and tips in managing a virtual activity Utilize different online engagement tools Differentiate the different modes of alternative learning methodologies Apply learning into actual practice Learn more about the use of social media in advocating our Department’s PPAs and online learning events Session Content Tips in running “virtual show” Multi-Media Learning Principles Tools for Online Participation  Purpose of Organizing Learning Events Teach / Train Provide Information Discuss and decide Build relationships / camaraderie Before the Session  Meetings vs. Webinars Know the difference Webinar Meetings between a More control More to control webinar and a Only panelists seen All seen/ heard meeting Several panelists No panelists Polls Polls Chat Breakout Rooms Q&A Chat All get auto reminders Share files in Chat Be clear with your objective/s Plan. Identify and distribute TASKS. Presentation materials. Invitation/ Meeting Links. Assign co-hosts. QR Code. Online Platform for File Sharing Rules on VTC Have a notification system. Keep the host code. Send pre-work materials to the participants Conduct several dry runs. On D-Day, check in early to test the technology Get creative with content. Minimize presentation length. Coordinate/ conduct briefing, and tech runs with the resource person/s. During the Session Set a relaxing atmosphere Use the record feature Acknowledge/ introduce your participants Use video Know when to mute/ unmute participants Use the reaction and annotation features of your app Use your powers. Use ice breakers Conduct live quiz or trivia Ensure retention and engagement. Call on people Encourage participants to use the chatbox Capture feedback  After the Session Hold debriefing session.  Useful Applications and Features for Online Events Google Form  SOCIAL MEDIA AS A TOOL FOR MANAGING ONLINE LEARNING EVENTS  ONLINE LEARNING EVENTS: FORMAT 1. Talk show format  ONLINE LEARNING EVENTS: FORMAT 2. Video Explainers/ Instructional videos ONLINE LEARNING EVENTS: FORMAT 3. Shorts/Reels  BTS Talent/Host Sound Engineer Gaffer Cameraman Floor Director Manager  A podcast is a program made available in digital format for download over the Internet. For example, an episodic series of digital audio or video files that a user can download to a personal device to listen to at a time of their choosing.  Create knowledge products to aid future apprentices for the LGOO Training PLAY VIDEO Snappy or lousy, same salary. “The only limit to innovation is your imagination” PAANO TAYO NGAYON? YOUR TASK… Imagine how training was done in the early 90s and up to the period covering pre pandemic era, how we did it during the pandemic (2020) and practices we gained after Covid19 Cohorts 1 and 6 will illustrate it using a pictogram, Cohorts 2 and 4 will do a role play while Cohorts 3 and 5 will do a mime and a musical Present your output in plenary. You will all be given 30 minutes to come up with their presentation and each cohort will have 3 minutes to present their representation of the given era/period "Involve me, and I understand“ Ancient Chinese Proverb webinar  Comparing Traditional Teaching and Student Centered, Collaborative Learning 1 2 2.9 3.1 4 5 Traditional Teaching Collaborative Learning A teacher centered A student centered environment environment The teacher is in control. Students are in control of their own learning. Power and responsibility are Power and responsibility are primarily teacher centered. primarily student centered.  Comparing Traditional Teaching and Student Centered, Collaborative Learning 1 2 2.9 3.1 4 5 Traditional Teaching Collaborative Learning The teacher is the instructor and The teacher is a facilitator and guide. decision maker. The students are the decision makers. The learning experience is often Learning may be co-operative, competitive in nature. The competition collaborative or independent. Students is usually between students. Students work together to reach a common goal. resent others using their ideas. Students willingly help each other sharing/exchanging skills and ideas. Students compete with their own previous performance, not against peers.  Comparing Traditional Teaching and Student Centered, Collaborative Learning 1 2 2.9 3.1 4 5 Traditional Teaching Collaborative Learning Series of smaller teacher Authentic, interdisciplinary defined tasks organized within projects and problems. separate subject disciplines. Learning takes place in the Learning extends beyond the classroom. classroom. The content is most important. The way information is processed and used is most important.  Comparing Traditional Teaching and Student Centered, Collaborative Learning 1 2 2.9 3.1 4 5 Traditional Teaching Collaborative Learning Students master knowledge Students evaluate, make decisions through drill and practice. and are responsible for their own learning. Students master knowledge by constructing it. Content is not necessarily Content is learned in a relevant learned in context. context. Where is DILG and the LGA today? tinyurl.com/55DILG Rank 1-5 1 = Traditional Teaching 5 = Collaborative Learning Workplace Training “Continuing learning interventions using applicable strategies and methods to enhance the capacity of the local government workforce and deepen their engagement in contributing to the overall organizational performance” - Local Government Academy Call to action “As an apprentice of the 55th Batch, I urge you to innovate, continuously adapt to the changing times and aim for relevance instead of compliance” -Jay  LOCAL GOVERNMENT ACADEMY Managing Learning Events 55th Batch Apprenticeship Program For LGOO II & III June 25-July 7, 2023 New Clark City THE LOCAL GOVERNMENT ACADEMY TRAINING CENTER (LGATC) University of the Philippines - Los Baños, Laguna Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. CONVENTION CONFERENCE FORUM Assembly of people from Meeting of people in a large A public gathering where local groups who are or small group. everyone has a chance to members of a particular voice his views organization. Changing Mindsets. Influencing Behavior.  SYMPOSIUM A series of prepared SEMINAR TRAINING speeches given by two or A group of persons engaged five experts on as many in specialized study led by a aspects of a problem as recognized authority in the there are speakers. subject being studied. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. a learning activity designed to improve an individual’s performance on the job and effectively contribute to the achievement of the organization’s goals Changing Mindsets. Influencing Behavior.  KNOWLEDGE SKILLS FACTS AN D IN FORMATION EXPERIENCE PHYSICAL A CTS OR A CTION R ESULT OF USING KSTA OV ER A Training PER IOD OF TIM E A ND IN V A RYING addresses 5 CONDITIONS major areas TECHNIQUES ATTITUDES A PPLICATIOM OF M O DIFY A TTITUDES KNO WLEDGE A ND R O O TED IN LA CK O F SKILLS KNO WLEDGE Changing Mindsets. Influencing Behavior. ⮚ there is a change in the goals or the organization of a new program ⮚ new equipment is introduced ⮚ new procedures or techniques are introduced ⮚ a series of errors or accidents have occurred ⮚ skills have declined due to lack of practice ⮚ For newly hired, transferred or promoted workers Changing Mindsets. Influencing Behavior. ⮚ the job requires educational background, experience or skills that cannot quickly be acquired ⮚ workers are underpaid or salary payments are unreliable ⮚ the organization is not ready to accept, reward and reinforce the new behavior of the trained person ⮚ units of the organization have unclear or conflicting leadership problems ⮚ necessary supplies, equipment or funding are not available Changing Mindsets. Influencing Behavior.  Things to Think About… ⮚ It’s OK to be nervous before a session ⮚ Most people come to training because they want to learn or are interested ⮚ There are exceptions to every rule ⮚ There are exceptions to every exception ⮚ When you’re learning about the group methods, think about your own style and approach ⮚ Don’t expect the worst Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. SELECTING TRAINING METHODS ⮚ Motivation ⮚ Active Involvement ⮚ Individual Approach ⮚ Sequencing and Structuring ⮚ Feedback ⮚ Transfer Changing Mindsets. Influencing Behavior.  Application of Training ⮚ What is effective in one learning situation may not be so in another. ⮚ The decision to apply a given training technique should rest with the trainer ⮚ A combination of training techniques in a training module would result in heightening the learning impact ⮚ Individuals learn differently. Changing Mindsets. Influencing Behavior. Learning Methods Panel Presentation Lecture Discussion Demonstration Changing Mindsets. Influencing Behavior. Learning Methods Structure Reading Discussion Discussion Brainstorming Changing Mindsets. Influencing Behavior. Learning Methods Structured Learning Meta Plan Workshop Exercises Games Changing Mindsets. Influencing Behavior. Learning Methods Simulation Case Study Role Play Changing Mindsets. Influencing Behavior. Learning Strategy Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Learning Styles Changing Mindsets. Influencing Behavior.  Dunn & Dunn Learning Styles How we: ❖ Concentrate ❖ Process ❖ Retain Information Dr. Rita & Dr. Kenneth Dunn – 2 decades of research – 500+ doctoral dissertations Changing Mindsets. Influencing Behavior.  Learning Styles Analytical Global Learners Learners – Likes small chunks – Needs all the – Loves facts and information before figures beginning – Likes to know all – Wants to know all the the fine details – Self- evaluates steps involved – Likes step by step – Like to know what the – Takes a more logical finished product will be like approach – Needs to know where the information will fit into their own life Changing Mindsets. Influencing Behavior.  Teaching Methods of ANALYTIC LEARNERS Write key words and numbers. Use printed visuals. Give clear directions on activities to be carried out. Check homework, books Present small pieces of information and then synthesize them into an overall understanding. Use details, rules, directions and step-by-step procedures. Changing Mindsets. Influencing Behavior.  Teaching Methods of GLOBAL LEARNER Begin with a story, anecdote, jokes which students can relate to. Get students to illustrate materials and draw meaning on pictures, photos Develop diagrams, graphs, charts, games, pantomime, plays, puppets so as to allow learners to discover a personal relationship to the idea. Present end results and overviews “big picture”. Use guidelines, variety alternatives, different approaches Changing Mindsets. Influencing Behavior.  Matcher and Mis-matcher Characteristics Matcher Mis-Matcher – Cooperative – Often appears – Finds likenesses resistant – Appears more polite – Sees differences – Like to please – Finds other ways to – Stays within the do tasks rules – Notices mistakes – Likes to compare and contrast Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY MARAMING SALAMAT! lgaphilippines lga.gov.p h Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY 55th Batch Apprenticeship Program For LGOO II & III June 25-July 7, 2023 New Clark City THE LOCAL GOVERNMENT ACADEMY TRAINING CENTER (LGATC) University of the Philippines - Los Baños, Laguna Changing Mindsets. Influencing Behavior.  THE THEORY OF MULTIPLE INTELLIGENCES Changing Mindsets. Influencing Behavior. HOWARD GARDNER (1983) Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. 1. Visual-Spatial Intelligence Strengths: Visual and spatial judgment People who are strong in visual-spatial intelligence are good at visualizing things. These individuals are often good with directions as well as maps, charts, videos, and pictures Changing Mindsets. Influencing Behavior. 2. Naturalist Intelligence Strengths: Finding patterns and relationships to nature Are more in tune with nature and are often interested in nurturing, exploring the environment, and learning about other species. Changing Mindsets. Influencing Behavior. 3. Musical Intelligence Strengths: Rhythm and music People who have strong musical intelligence are good at thinking in patterns, rhythms, and sounds. Strong appreciation for music and are often good at musical composition and performance Changing Mindsets. Influencing Behavior. 4. Logical-Mathematical Intelligence Strengths: Analyzing problems and mathematical operations Good at reasoning, recognizing patterns, and logically analyzing problems. These individuals tend to think conceptually about numbers, relationships, and patterns. Changing Mindsets. Influencing Behavior. 5. Existential Intelligence Sensitivity and Skills – Reflective and capacity to tackle deep thinking, design deep questions abstract theories about human existence, such as Careers – Scientist, the meaning of life, philosopher, why do we die, theologian and how did we get here Changing Mindsets. Influencing Behavior. 6. Interpersonal Intelligence Strengths: Understanding and relating to other people Good at understanding and interacting with other people. Are skilled at assessing the emotions, motivations, desires, and intentions of those around them Changing Mindsets. Influencing Behavior. 7. Bodily-Kinesthetic Strengths: Physical movement, motor control Good at body movement, performing actions, and physical control. People who are strong in this area tend to have excellent hand-eye coordination and dexterity. Changing Mindsets. Influencing Behavior. 8. Linguistic Strengths: Words, language, and writing Able to use words well, both when writing and speaking. These individuals are typically very good at writing stories, memorizing information, and reading. Changing Mindsets. Influencing Behavior. 9. Intrapersonal Strengths: Introspection and self-reflection Good at being aware of their own emotional states, feelings, and motivations. They enjoy self-reflection and analysis, including daydreaming, exploring relationships with others, and assessing their personal strengths Changing Mindsets. Influencing Behavior. MEASURING MULTIPLE INTELLIGENCES Standardized Tools Gardner's Multiple Intelligence Test (MIT) Multiple Factor Theory of Thurstone Standford-Binet L-W Form Test Kaufman Assessment Battery for Children: KABC. Intelligence Test on Logic and Mathematics Mathematics Aptitude Test Changing Mindsets. Influencing Behavior. 1. Can you identify the intelligences usually activated/used in training programs? 2. How many intelligences do you usually engage in learning events? Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Let’s check your mastery in using MI! Prepare Paper and Pen Number 1-10 Changing Mindsets. Influencing Behavior. REMEMBER THE WORDS Changing Mindsets. Influencing Behavior. ARE YOU REDI? Changing Mindsets. Influencing Behavior. 1. EDUCATION Changing Mindsets. Influencing Behavior. 2. PEACE Changing Mindsets. Influencing Behavior. 3. COUNCIL Changing Mindsets. Influencing Behavior. 4. SUMMER Changing Mindsets. Influencing Behavior. 5. HAPPINESS Changing Mindsets. Influencing Behavior. 6. TECHNOLOGY Changing Mindsets. Influencing Behavior. 7. COMMUNITY Changing Mindsets. Influencing Behavior. 8. ABUNDANCE Changing Mindsets. Influencing Behavior. 9. LEADERSHIP Changing Mindsets. Influencing Behavior. 10. PROGRESS Changing Mindsets. Influencing Behavior. BALLPENS UP! For 2 minutes, please write beside your drawing the words that were previously flashed. Changing Mindsets. Influencing Behavior. PROCESS CHECK! What did you notice about the exercise? Changing Mindsets. Influencing Behavior. PROCESS CHECK! Where you able to use your intelligences? Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY MARAMING SALAMAT! lgaphilippines lga.gov.p h Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY LEARNING ACTIVITY CYCLE 01 July 2023 THE LOCAL GOVERNMENT ACADEMY TRAINING CENTER (LGATC) University of the Philippines - Los Baños, Laguna Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior.  TRAINER Designing Programs creating training plans and logistics Transferring Knowledge developing lesson plans and resource materials Evaluating Impact assessing training outcomes Assessing Situations determining the appropriate intervention Promoting Learning using adult learning styles Changing Mindsets. © 2003 LGL Influencing Behavior. INSTITUTE PUT IT TOGETHER GAME In 5 minutes, you match the concepts (phases of the Learning Activity Cycle) with their definition Then, arrange the phases of the Training Cycle in its proper order/sequence Changing Mindsets. Influencing Behavior.  LEARNING ACTIVITY CYCLE ❑ A conceptual framework used to explain the entire process of learning activity design and management Changing Mindsets. Influencing Behavior.  LEARNING ACTIVITY CYCLE ❑ It provides the systematic flow under which any learning activity should be conducted Changing Mindsets. Influencing Behavior.  Learning Needs Assessment Learning Setting Activity Learning Evaluation LEARNING Objectives ACTIVITY CYCLE Learning Learning Activity Activity Implemen Designing tation Changing Mindsets. Influencing Behavior.  Learning Needs Assessment Learning Setting Activity Learning Evaluation Objectives Learning Learning Activity Activity Implement Designing ation Changing Mindsets. Influencing Behavior.  Setting Learning Objectives Learning Activity Evaluation Learning Learning Activity Needs Implement Assessme ation nt Learning Activity Designing Changing Mindsets. Influencing Behavior.  Learning Activity Designing Learning Activity Implement ation Learning Activity Evaluation Learning Setting Needs Learning Assessme Objectives nt Changing Mindsets. Influencing Behavior.  Learning Activity Implementation Learning Activity Designing Setting Learning Objectives Learning Learning Needs Activity Assessme Evaluation nt Changing Mindsets. Influencing Behavior.  Learning Activity Evaluation Setting Learning Objectives Learning Learning Needs Activity Assessme Designing nt Learning Activity Implement ation Changing Mindsets. Influencing Behavior.  Learning Needs Assessment Learning Setting Activity Learning Evaluation LEARNING Objectives ACTIVITY CYCLE Learning Learning Activity Activity Implemen Designing tation Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY MARAMING SALAMAT! lgaphilippines lga.gov.p h Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY DESIGNING A LEARNING ACTIVITY 01 July 2023 THE LOCAL GOVERNMENT ACADEMY TRAINING CENTER (LGATC) University of the Philippines - Los Baños, Laguna Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior.  TRAINER Designing Programs creating learning plans and logistics Transferring Knowledge developing resource materials and determining strategies Evaluating Impact assessing learning activity/ training outcomes Assessing Situations determining the appropriate intervention Promoting Learning using adult learning styles Changing Mindsets. © 2003 LGL Influencing Behavior. INSTITUTE  Learning Needs Assessment Learning Setting Activity Learning Evaluation LEARNING Objectives ACTIVITY CYCLE Learning Learning Activity Activity Implemen Designing tation Changing Mindsets. Influencing Behavior.  Learning Needs Assessment Learning Setting Activity Learning Evaluation Objectives Learning Learning Activity Activity Implement Designing ation Changing Mindsets. Influencing Behavior.  Setting Learning Objectives Learning Activity Evaluation Learning Learning Activity Needs Implement Assessme ation nt Learning Activity Designing Changing Mindsets. Influencing Behavior.  Learning Activity Designing Learning Activity Implement ation Learning Activity Evaluation Learning Setting Needs Learning Assessme Objectives nt Changing Mindsets. Influencing Behavior.  LEARNING ACTIVITY DESIGN The process of determining or defining and constructing the learning sequence of a course, session or module. Addresses a need or performance gap. The most creative stage in the learning activity cycle. Changing Mindsets. Influencing Behavior.  Integrated Performance Process Skills (IPPS) Approach An approach to designing training programs Views training as a problem solving activity whose primary purpose is to contribute to improved organizational effectiveness Integrates the 3 concepts of performance, skills and process into a systematic model. Uses skills as the organizing units of design instead of topics Changing Mindsets. Influencing Behavior.  PARTS OF A LEARNING ACTIVITY DESIGN 1. Background 2. Target Participants 3. Learning Objectives 4. Delivery Mode 5. Learning Plan 6. Strategy of Implementation 7. Venue and Schedule of Implementation 8. Learning Evaluation 9. Resource Plan Budgetary Requirement Changing Mindsets. Influencing Behavior.  1 Background/Rationale - Describes the problems, issues and concerns which the training is designed to address. - It may also highlight the courses’ tie-up with other programs. - It should provide a strong argument for the need to conduct the program for the target group by citing the benefits to be derived from the program. Changing Mindsets. Influencing Behavior.  2 Target Participants Describes the target participants, the type and the number of participants. It may also reflect the minimum requirements needed to join the program in terms of experience, level of education, position, etc. Changing Mindsets. Influencing Behavior.  3 Learning Objectives Terminal - broad statement of purpose for conducting the training in terms of the participants’ performance Specific - statements of specific behavioral outcomes which are used as the basis of testing and assessing the attainment of the general objective. Changing Mindsets. Influencing Behavior.  4 Delivery Mode Includes description of the various modalities to be used in the learning activity. Changing Mindsets. Influencing Behavior.  5 Learning Plan Provides the schedule (time) of sessions per day, its objectives, methodology, resource person, and reference materials to be used. https://docs.google.com/document/d/1W3oP6CxnJjNotsG1xA6LX2JaD2i8w- Cj/edit?usp=drive_link&ouid=104252883663130641618&rtpof=true&sd=true Changing Mindsets. Influencing Behavior.  6 Strategy of Implementation Includes description of the various training phases, pre and post implementation requirements, project management team set-up, etc. https://docs.google.com/document/d/1W3oP6CxnJjNotsG1xA6LX2JaD2i8w- Cj/edit?usp=drive_link&ouid=104252883663130641618&rtpof=true&sd=true Changing Mindsets. Influencing Behavior.  7 Venue and Date of Implementation It reflects the target date and venue of the activity. Changing Mindsets. Influencing Behavior.  8 Monitoring and Evaluation Provide sufficient information to assure that a training program is meeting its objectives and that these objectives further the attainment of institutional goals and objectives. Changing Mindsets. Influencing Behavior.  9 Resource Plan Budgetary Requirements How much is the total budgetary cost needed to conduct the training? Where will the total amount be sourced out? What is the detailed budget to include cost computations for personnel services and non- personnel or operating expenses Changing Mindsets. Influencing Behavior. Learning Activity Design Brief Changing Mindsets. Influencing Behavior. WORKSHOP 1 and 2 Instruction: Develop a full-blown Learning Activity Design of the learning activity that you will run, using the template provided. Also prepare a Learning Activity Design Brief. (The title of the learning activity is that already approved by the cohort facilitator). Changing Mindsets. Influencing Behavior.  Designing the Learning Plan Describes in detail the participant’s step-by-step learning process, the methodologies and materials to be used, resource person that will attend, the subject matter to be covered and the time to accomplish each learning block. The key to developing a training plan is the statement of process objectives. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior.  3 WORKSHOP Instruction: For one hour, formulate a Learning Plan for the entire learning activity that you are going to conduct. This will be based on the Learning Activity Design that you developed. Changing Mindsets. Influencing Behavior. Developing a session process design Describes in detail the trainer’s step-by-step training process, the methodologies to be employed, materials to be used, and the time allocated for each step of the learning process. The statement of process objectives is also necessary. Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior.  Sample Session Guide Session Title: IPPS Training Design Model Duration : 4 hours Objective Methodology Process Time Materials To introduce Brief introduction Introduce self & tell Old 6 mins. Guide oneself to fellow Man Story Format participants To share key Buzz session Have their pair off with 7 mins learning during someone they’d like to last 2 days know better and answer the following question: What are your keys learning for the past 2 days? Group Sharing Have each pair share 15 mins Flipchart & with the group the result markers of their sharing and write on flipchart key ideas Changing Mindsets. Influencing Behavior.  4 WORKSHOP Instruction: For one hour, formulate a Session Guide on one subject matter that you are going to run. Be specific and detailed in the Session Guide that you are going to formulate. Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY Managing Learning Events 55th Batch Apprenticeship Program For LGOO II & III June 25-July 7, 2023 New Clark City THE LOCAL GOVERNMENT ACADEMY TRAINING CENTER (LGATC) University of the Philippines - Los Baños, Laguna Changing Mindsets. Influencing Behavior. Learning Event Implementation Changing Mindsets. Influencing Behavior.  Training Management Implements the training program; Manages both the substance and the administrative arrangements of a training activity Consists of the training coordinator, training facilitator, administrative coordinator, evaluator and documenter. Changing Mindsets. Influencing Behavior.  Training Coordinator Takes overall responsibility Has overall Coordinates all the for identifying and seeing to specific concerns of provision of physical and responsibility for technical requirements the management the various members related to the training of the activity of the team activity Conducts cliniquing Prepares the work Recommends the Coordinates with other sessions with resource persons and concerned plan for the conduct briefs resource persons offices/agencies for the training staff of the training on training design and conduct of the training desired outputs activity, as needed Changing Mindsets. Influencing Behavior.  Training Facilitator Main task is to facilitate interaction and understanding between the resource persons and the participants. Takes responsibility for Oversees the the actual conduct of the Assists the resource Ensure with other team members that all Develops workshop management of training: facilitating the persons in training materials development handouts, materials, guides for the actual learning climate, outputs are properly facilitators and maintaining class including handouts and training activity; discipline, etc. visual aids. prepares. participants. Coordinates with all resource Manages workshop persons on the focus and Coordinates with Researches and processes of the training activities, to include Monitors post-training identifying workshop documentor to ensure prepares handouts, modules including providing concerns and groupings, composition, that training/workshop materials, etc. as technical assistance in the preparation of all presentations recommends follow- briefing participants on processes are needed. to be made during the training though activities. workshop process, etc documented Changing Mindsets. Influencing Behavior.  Administrative Coordinator Sees to it that all the key support systems (administrative and logistic) are provided before, during and after the training activity. Prepares the budget Takes charge of In charge of the design, Sees to it that needed Provides other for the activity in the secretariat. packaging, reproduction supplies, materials, administrative consultation with the and distribution of all support required by and equipment are head of the materials, handouts, certificates, etc. available the team members organization Handles all venue Arranges for physical Sees to the invitation, Prepares all At the close of a training arrangements, meals, requirements, equipment confirmation and activity, issues a socials, billeting and support, transportation Administrative summary report on level travel arrangements for briefing of resource service, etc. for all persons, guests activities related to the Announcements of materials, supplies and staff, speakers, guests, speakers, presenters conduct of the training expenses incurred participants, etc Changing Mindsets. Influencing Behavior.  Evaluator Responsible for Designs the Prepares Revises training reviewing existing Prepares the evaluation scheme evaluation instruments to suit evaluation instruments evaluation and designing new for the training instruments the training activity activity. reports evaluation schemes Changing Mindsets. Influencing Behavior.  Documentor Makes sure that Prepares the terminal Over-all responsibility master copies of all report for the training Proof-reads all for documenting the proceedings of the training materials, in coordination with training materials training activity outputs, etc. are the Training maintained Coordinator Changing Mindsets. Influencing Behavior. Major Areas of Concern in Training Management (Pre - Proper) - Training design preparation - Resource persons selection and coordination - Venue selection and arrangements - Financing requirements - Materials preparation and reproduction Changing Mindsets. Influencing Behavior. Major Areas of Concern in Training Management (Training Proper) - Registration - Opening and Closing Program - Workshop Management - Field Visits - Socials - Secretariat Support - Documentation of Proceedings - Monitoring and Evaluating the event Changing Mindsets. Influencing Behavior. Major Areas of Concern in Training Management (Post - Training) - Post Course Evaluation - Terminal Report Preparation - Re-Design Changing Mindsets. Influencing Behavior. PRE-COURSE CHECKLIST Preparation of communications: Invitation and confirmation of attendees, memorandum/RO Profile of Resource Persons Conduct of TMT meeting Procurement of tokens and/or preparation of payment of honoraria for Resource Persons Ensure availability/readiness of training venue/s Preparation of event materials : Program of Activities, Pre/Post Evaluation, Participants’ profile, Attendance/Registration Sheets, Powerpoint Presentation, Workshop materials, Training Kits, Certificates, etc) Changing Mindsets. Influencing Behavior. What to do on the day of the LE? Dress appropriately. Arrive early. Check seating arrangements. Check room temperature. Check audiovisual hardware. Check electrical outlets. Check light switches. Check window-darkening equipment. Check arrangements for training management and support space. Lay out training supplies. Lay out course materials/handouts/certificates/ nametags etc. Changing Mindsets. Influencing Behavior. Module 5: Managing Learning Events Tips for the Team Changing Mindsets. Influencing Behavior. Module 5: Managing Learning Events The most selfish one letter word “I” AVOID IT. Changing Mindsets. Influencing Behavior. Module 5: Managing Learning Events “We” The most satisfying two-letter word. USE IT. Changing Mindsets. Influencing Behavior.  The most “Ego” poisonous three-letter word KILL IT. Changing Mindsets. Influencing Behavior. Module 5: Managing Learning Events The most used four- letter word. “Love” VALUE IT. Changing Mindsets. Influencing Behavior. Module 5: Managing Learning Events The most pleasing five-letter word. “Smile” WEAR IT. Changing Mindsets. Influencing Behavior. Module 5: Managing Learning Events The fastest spreading six-letter word. “Rumour” IGNORE IT. Changing Mindsets. Influencing Behavior. Apprenticeship Program for the 53rd Batch of Local Government Operations Officers II and III The hardest working seven-letter word. “Sucess” ACHIEVE IT. Changing Mindsets. Influencing Behavior. Module 5: Managing Learning Events The most enviable eight-letter word. “Jealousy” DISTANCE FROM IT. Changing Mindsets. Influencing Behavior. Apprenticeship Program for the 53rd Batch of Local Government Operations Officers II and III Module 5: Managing Learning Events The most powerful nine letter word. “Knowledge” ACQUIRE IT. Changing Mindsets. Influencing Behavior. Apprenticeship Program for the 53rd Batch of Local Government Operations Officers II and III Module 5: Managing Learning Events The most essential ten-letter word. “Confidence” STRIVE IT. Changing Mindsets. Influencing Behavior. Thank you. Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY MARAMING SALAMAT! lgaphilippines lga.gov.p h Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY MARAMING SALAMAT! lgaphilippines lga.gov.p h Changing Mindsets. Influencing Behavior.  LOCAL GOVERNMENT ACADEMY LEARNING NEEDS ANALYSIS 1 July 2023 THE LOCAL GOVERNMENT ACADEMY TRAINING CENTER (LGATC) University of the Philippines - Los Baños, Laguna Changing Mindsets. Influencing Behavior. Learning Needs Analysis Changing Mindsets. Influencing Behavior. Session Outline Session Outline 1 What is LNA? 2 The Learning Needs Analysis Process 1 What is LNA? (definition, purpose, levels) 3 Benefits of Learning Needs Analysis 2 The Learning Needs Analysis Process 4 Challenges of Learning Needs Analysis 3 Benefits of Learning Needs Analysis 4 Challenges of Learning Needs Analysis Changing Mindsets. Influencing Behavior. Session Outline Session Outline 1 What is LNA? 2 The Learning Needs Analysis Process 1 What is LNA? (definition, purpose, levels) 3 Benefits of Learning Needs Analysis 2 The Learning Needs Analysis Process 4 Challenges of Learning Needs Analysis 3 Benefits of Learning Needs Analysis 4 Challenges of Learning Needs Analysis Changing Mindsets. Influencing Behavior. 1 What is LNA? Changing Mindsets. Influencing Behavior. 1 What is LNA? TNA LNA Training Needs Analysis or Learning Needs Analysis Changing Mindsets. Influencing Behavior. Changing Mindsets. Influencing Behavior. 1 What is LNA? Training Needs Analysis Learning Needs Analysis is a method or an approach for is identifying the set of identifying what training knowledge, skills, and/or needs to take place attitudes (behaviors) which people require to meet their own and their organization’s development needs Changing Mindsets. Influencing Behavior.  1 What is LNA? What is Learning Needs Analysis? Often referred to as Needs Analysis (Assessment) Learning Needs Analysis is the process of identifying what employees need to learn (KSA, KSB, KASH) - In order for them to successfully achieve their performance goals - In order for them to grow their careers - In order for the organization to carry out its plans and objectives The focus of LNA therefore should be to identify “Performance Gaps” Changing Mindsets. Influencing Behavior. 1 What is LNA? When a performance gap is noticed, this triggers the need for learning intervention. Expected PERFORMANCE Actual GAP Performance Performance Changing Mindsets. Influencing Behavior. 1 What is LNA? Performance Gaps UNMET EXCESSIVE Low levels of Profitability waste customer Targets shortfalls (resources) satisfaction Changing Mindsets. Influencing Behavior. 1 What is LNA? Learning Needs Analysis determines validity, scope 01 and extent of perceived (learning) needs. 02 Validate initial issues expressed by the stakeholders. Align learning activities to the needs of the Purposes of 03 organization, job, or individual. LNA Design learning intervention that will support employee 04 performance and organization needs. Surface non-training issues affecting individual and 05 organization performance. Ensure the relevance of the learning and development 06 as an integral HR function. Changing Mindsets. Influencing Behavior. 1 What is LNA? Levels of LNA Organizational (McGehee and Thayer) Level Operational Strategic objectives Level Individual and outcomes Level Role and task capabilities Personal workplace effectiveness Curriculum L&D Plan Course/ Learning Plan IDP L&D Plan L&D Plan Changing Mindsets. Influencing Behavior. Session Outline Session Outline 1 What is LNA? 2 The Learning Needs Analysis Process 1 What is LNA? (definition, purpose, levels) 3 Benefits of Learning Needs Analysis 2 The Learning Needs Analysis Process 4 Challenges of Learning Needs Analysis 3 Benefits of Learning Needs Analysis 4 Challenges of Learning Needs Analysis Changing Mindsets. Influencing Behavior. 2 The LNA Process Changing Mindsets. Influencing Behavior.