building learning organizations...

May 31 – June 2, 2017 CAP John Hay, Trade & Cultural Center, Baguio City, Philippines

Building Learning Organizations for

Peak PerformanceResource Speaker:

Arthur Luis P. Florentin, MIR, FPM


Building Learning Organizations for

Continual ImprovementsResource Speaker:

Arthur Luis P. Florentin, MIR, FPM

Peak Performance

Perf

orm

ance

Time

PeakMaintain

Decline

Competition

Continual Improvements

10% Formal Training

20% Feedback

70% Experience

70-20-10 Learning PrincipleHow do we maximize

Learning from Experience?

Learning Opportunities

Reflection

Assessments

ProblemSolving

ExperienceSharing

Debriefing/Reporting

Mentoring/Coaching

PostEvaluation

Learning Opportunities

Reflection

Benchmarking

Performance/Job/Aids

LearningSessions

Readings/Research

Learning Organizations

Multiple OpportunitiesFor Learning

4Processes areCollaborative

and Inter-Active

2

Regards Failure asSignificant Part of Learning

3

Open environment where sharing is valued

1Captures, Makes Available

And Uses Knowledge

5


Thank you!

Building a Learning

Organization for Peak

Performance

• Learning organization -an organization skilled at creating,

acquiring, transferring knowledge, and modifying its behaviour to reflect new knowledge and insights.

• Peak Performance-a state in which the person performs to

the maximum of their ability, characterized by subjective feelings of confidence, effortlessness and total concentration on the task.

Building a Learning Organization for

Peak Performance

-Where people are continually learning how to learn together

-Where inventing new knowledge/new idea is not a specialized activity rather it is a way of behaving, indeed a way of being.

Building a Positive Learning Organization

TEACHER DEVELOPMENT INITIATIVES IN

THE DEPARTMENT OF EDUCATION

TEACHER LEARNING AND DEVELOPMENTS

PROGRAMS

• TEACHER INDUCTION PROGRAM

• IN-SERVICE TRAINING FOR TEACHERS

• LEARNING ACTION CELLS

• K TO 12 TRAINING PROGRAMS

• TRAINING PROGRAMS IN SUPPORT OF SPECIAL PROGRAMS

• EARLY LANGUAGE LITERARCY AND NUMERACY

• OTHER TEACHING RELATED TRAINING PROGRAMS – ICT TRAININGS – DRRM TRAININGS

TEACHER INDUCTION PROGRAM

• This is provided to relatively new teachers, i.e. those who are in the service for 1-3 years

• Teachers are introduced to the Department of Education, systems and processes, and in particular the core areas of curriculum, instruction and assessment

• In the past, this was implemented in partnership with Higher Education Institutions

• Currently, the new Teacher Induction Program Policy is on the process of approval by DepEd Management for national adoption

IN-SERVICE TRAINING FOR

TEACHERS

• More popularly known as INSET, this L and D program for teachers is based on expressed need through various assessment methodologies

• The topics vary from learning area specific concerns to those that are of general concern such as Gender and Development, Disaster

LEARNING ACTION CELLS

• Popularly known as LAC, this is covered by a DepEd Policy which encourages schools and their teachers to ensure continuing professional development in a dynamic community of learners addressing local concerns

• The organization of LAC depends on the context of the teachers and the school. It may be a learning area grouping, grade level grouping, to name a few.

K TO 12 TRAINING PROGRAM

• Essentially, this training program aims to effectively implement the K to 12 Basic Education Program

• The training of teachers followed the phased implementation of K to 12 curriculum which started 12 years with Kindergarten.

• In 2017, K to 12 trainings focus on Grade 6 teachers, Senior High School Teachers and Grade 10 teachers on Contemporary Issues (Araling Panlipunan)

TRAINING PROGRAMS IN SUPPORT OF

SPECIAL PROGRAMS

• These training programs are designed for teachers who are handling special programs –Special Program in the Arts –Special Program in Journalism –Special Program for Sports

EARLY LANGUAGE LITERACY AND

NUMERACY

• ELLN is a program that seeks to ensure that learners attain language literacy and numeracy at the early stage of the first key stage (Key Stage 1-3)

• ELLN Trainings provide teachers with knowledge, skills and tools that will support teachers’ capacity to deliver the ELLN to the learners

OTHER TEACHING-RELATED TRAININGS

• ICT competency trainings

• Disaster Reduction and Management at the School Level

Building Blocks to a Learning

Organization for Peak

Performance

A. Relying on scientific method

• Relying on the scientific method, rather than guesswork.

• Insisting on data, rather than assumptions, as background for decision making (what quality practitioners call “fact-based management”).

• Using simple statistical tools (histograms, Pareto charts, correlations, cause-and-effect diagrams) to organize data and draw inferences.

B. Learning from past experience

• Organizations must review their successes and failures, assess them systematically, and record the lessons in a form that employees find open and accessible.

• A famous philosopher George Santayana said “Those who cannot remember the past are condemned to repeat it.”

• The knowledge gained from failures are often instrumental in achieving subsequent successes… In the simplest terms, failure is the ultimate teacher.

C. Learning from others

• Sometimes the most powerful insights come from looking outside one’s immediate environment to gain a new perspective.

• According to one expert, “benchmarking is an ongoing investigation and learning experience that ensures that best industry practices are uncovered, analysed, adopted, and implemented.

D. Transferring knowledge

• For learning to be more than a local affair, knowledge must spread quickly and efficiently throughout the organization.

E. Empowering your employees to through continuous education

• “The More You Know, The More You Grow”-To keep up with today’s fast-paced world, it’s essential that organizations take the time to educate and allow their employees to learn – on a continuous basis:

1. Encourage employees to ask questions if they are confused about anything.

2. Allow employees to keep up with the latest industry happenings through reading relevant news, blogs, and other resources.

3. Offer ongoing training sessions in areas that directly affect and/or relate to your organization and business.

4. Provide in-depth training courses for new developments and changes in procedures.


5. Send employees to seminars and conferences that will provide insight and new ideas for your organization.

6. Support new ways and methods of doing things for a fresh take on your business.

7. Encourage employees to use social media to connect and interact with thought leaders in your industry, and to learn new and alternative ways of doing things.


“Learn everything you can, anytime you can, from anyone you can, there will always come

a time when you will be grateful you did.”

— Sarah Caldwell


The Excellence Model of Sustaining Peak PerformanceThe Moog Journey

Ric A. Bayao

Peak Performance:

Fundamental Concepts of Excellence

Results Orientation

Customer Focus

Leadership &Constancy of

Purpose

Management by Processes and Facts

People Development &Involvement

Continuous Learning, Innovation &Improvement

Partnership Development

Corporate Social Responsibility

CustomerResults

Society Results

ProcessesPolicy &Strategy

People

LeadershipKey

PerformanceResults

PeopleResults

Partnerships & Resources

ResultsEnablers

Innovation and Learning

EFQM Excellence Model®

Everything is connected to everything

SUSTAINED PEAK PERFORMANCE

Principles: Shared Vision and ValuesWe value Trust, Respect, Integrity, &. Cooperation in everything we do.

Performance Really Matters, for our people, customers and shareholders

•We promote mutual trust and confidence between Moog employees.

• We are committed to quality and emphasize with every employee that he/she is responsible for the quality of their work.

• We are committed as a Company to the delivery of products and services that meet customer requirements while striving to exceed expectations.

• We are committed as a Company to meeting all applicable regulatory and statutory requirements.

Culture: Working Environment• LEARNING CULTURE:

– Coaching and Mentoring• LEAN CULTURE:

– Problems are Treasures– The Leader’s Job Is Teaching– Go and See– Standards are Clear and Visible to All– Stop the Line– Problem Solving is Everyone’s Job

“THE BAGUIO PRODUCTION SYSTEM”

MOOG PSTD 42nd National Convention

1. RELENTLESS PURSUIT OF QUALITY

2. PROCESS FOCUSED

3. SIMPLIFIED AND STANDARDIZED

4. INTENSIFIED LEAN SIX SIGMA

5. CUSTOMER DRIVEN

6. CULTURE OF OPERATIONAL EXCELLENCE

BPS

A set of sub-systems composed of purpose, process andpeople that are efficient, cost effective, profitable, flexible

and world class that global customers will buy

Optimization: Supervision, Training, Facilities, Tools andTechnology

• LDP• JFM• IDP• LMS

Sustainability: Sustainability and CI

• Continuous Improvement Cycle

• Lean Leadership Behaviors

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