{"id":212,"date":"2018-03-31T18:14:02","date_gmt":"2018-04-01T01:14:02","guid":{"rendered":"https:\/\/malat-webspace.royalroads.ca\/rru0037\/?p=212"},"modified":"2018-03-31T18:14:02","modified_gmt":"2018-04-01T01:14:02","slug":"final-reflections-lrnt-525-unit-5-activity-1","status":"publish","type":"post","link":"https:\/\/malat-webspace.royalroads.ca\/rru0037\/final-reflections-lrnt-525-unit-5-activity-1\/","title":{"rendered":"Final Reflections – LRNT 525 Unit 5 Activity 1"},"content":{"rendered":"

This is truly a final reflections blog for me as I have completed the Grad Diploma program.\u00a0 Based on this, I am going to talk not only about the course, but the program as a whole in this final reflections post.\u00a0 <\/span><\/p>\n

Has my perspective changed? <\/span><\/h2>\n

Within this course, I feel that the information and discussions regarding change management and analytics have given me some new lenses with which to study situations.\u00a0 Coming in to the course, I was unfamiliar with change management.\u00a0 This is clear in my first post when I said, \u201cI trial or pilot new technology in a specific context first before applying it to every course.\u00a0 This allows us to focus on ensuring that the pilot is successful and allows the opportunity to capture lessons learned before a wider role-out\u201d\u00a0(Weaver, 2018, para 6).\u00a0 I now realize that this is also an example of creating small or quick wins as described in <\/span>Kotter’s (2012)<\/span> change model.\u00a0 This is an area that I would like to continue to research and explore on my own to add more tools to my leadership toolbox.\u00a0 <\/span><\/p>\n

Coming in to this course, I was very familiar with performance metrics as I have been responsible for them during several of my postings, but I have never seen them implemented in a way that provides value.\u00a0 Therefore, I am always sceptical of performance measurement and the additional workload it can add to a system with seemingly little benefit.\u00a0 However, when faced with the excellent examples <\/span>in Sclater, Peasgood, & Mullan (2016)<\/span> showing the innovative way many organizations are using performance metrics to achieve success, my perspective changed.\u00a0 Based on this inspiration, I am looking forward to developing a training-specific performance metric in my own organization.\u00a0 Additionally, I have enjoyed picking up some tools such as weaving and a little more knowledge about the capabilities of interactive .pdfs.\u00a0 <\/span><\/p>\n

Over the last year, the program has not only developed my knowledge of instructional design, but it has sparked a passion in me for active learning and engagement. \u00a0I am lucky to be able to apply this in my current job and as a sideline to help instructors I know improve courses.\u00a0 <\/span><\/p>\n

In your current role, how can you help lead a change within your organization? <\/span><\/h2>\n

My passion for active learning and engagement is helping me lead change in my organization \u2013 developing our courses with this in mind.\u00a0 This is a change for my organization and I am approaching it somewhat slowly, keeping the quick wins in mind!\u00a0 I have a meeting coming up shortly where we are pitching the course redesign concept for a five-day course that is currently running.\u00a0 At the moment, the course has no activities or engagement (other than students asking questions) and is composed of thousands of slides of powerpoint (I am not exaggerating).\u00a0 We are proposing something with more engagement opportunities and demonstrating three complete activities during the proposal (showing all the tools the instructors will have to run the activities).\u00a0 The involvement our stakeholders have had so far in generating ideas and the solid materials that we have to present makes me optimistic that they will accept the proposal.\u00a0 I am leading change by developing relationships with stakeholders and helping them change from a \u201csage on the stage\u201d mentality to one where they look for engagement opportunities.\u00a0 <\/span><\/p>\n

What can you envision doing in the future? <\/span><\/h2>\n

There are so many things I would like to do!\u00a0 To list a few:<\/span><\/p>\n

-Use my new knowledge to create engaging human factors courses (hopefully at the University level)!\u00a0 <\/span><\/p>\n

-Help redesign or design courses to support engagement and active learning (act as an instructional designer)!<\/span><\/p>\n

-Mentor instructors in instructional techniques!<\/span><\/p>\n

-Develop professional development mini-courses for instructors!<\/span><\/p>\n

-Explore e-learning software!<\/span><\/p>\n

-Finally, spend more time with my kids and husband!\u00a0 This year has been fantastic, but they have been incredibly supportive of me working weekends and evenings to complete it.\u00a0 Now they deserve more of my time and focus!<\/span><\/p>\n

So, next, it\u2019s time for family, some camping and more exploration and learning at a little more leisurely pace!\u00a0 \u00a0\u00a0<\/span><\/p>\n

Thank you to all of my fellow students!\u00a0 It was a pleasure learning with you!<\/span><\/p>\n

References:<\/span><\/h2>\n

Kotter, J. P. et. al. (2012). Leading Change\u202f: Why Transformation Efforts Fail. Harvard Business Review<\/i>, (June).<\/span><\/p>\n

Sclater, N., Peasgood, A., & Mullan, J. (2016). Learning Analytics in Higher Education<\/i>. https:\/\/doi.org\/10.1002\/aehe.20121<\/span><\/p>\n

Weaver, L.A.\u00a0 (2018, February 11).\u00a0 Personal leadership \u2013 assignment 1 LRNT 525.\u00a0 [blog post].\u00a0 Retrieved from https:\/\/malat-webspace.royalroads.ca\/rru0037\/personal-leadership-assignment-1-lrnt525\/<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

This is truly a final reflections blog for me as I have completed the Grad Diploma program.\u00a0 Based on this, I am going to talk not only about the course, but the program as a whole in this final reflections post.\u00a0 Has my perspective changed? Within this course, I feel that the information and discussions […]<\/p>\n","protected":false},"author":83,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[8],"tags":[64,67,59,49,65,55,66],"class_list":["post-212","post","type-post","status-publish","format-standard","hentry","category-lrnt525","tag-active-learning","tag-analytics","tag-change-management","tag-engagement","tag-its-been-fun","tag-leadership","tag-performance-metrics"],"_links":{"self":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0037\/wp-json\/wp\/v2\/posts\/212","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0037\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0037\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0037\/wp-json\/wp\/v2\/users\/83"}],"replies":[{"embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0037\/wp-json\/wp\/v2\/comments?post=212"}],"version-history":[{"count":1,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0037\/wp-json\/wp\/v2\/posts\/212\/revisions"}],"predecessor-version":[{"id":213,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0037\/wp-json\/wp\/v2\/posts\/212\/revisions\/213"}],"wp:attachment":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0037\/wp-json\/wp\/v2\/media?parent=212"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0037\/wp-json\/wp\/v2\/categories?post=212"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0037\/wp-json\/wp\/v2\/tags?post=212"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}