Scalable & cost-effective facilitationof professional identity transformation in public employment services

This project has received funding from the European Union’s Seventh Framework Programme for research, technological development and demonstration under grant agreement no. 619619

Coflection - Combining Mutual Support and Facilitation in Technology Enhanced LearningEC-TEL 2015, Toledo/Spain

Michael PrillaRuhr-University of Bochum

Carmen Wolf, M.A.Karlsruhe Institute of Technology

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• Learning in modern workplaces =• changing conditions +• high requirements in learning

• Learning in modern workplaces• Self-directed learning • Learning from experiences,

informal learning

• How to handle this? How to support this?• Eraut (2004): „formal study, listening, observing,

reflecting,practising and refining skills, trial and error, supervision or coaching, and mentoring“

Challenge… accepted!

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① Reflection and Coaching Two means for learning from experiences at work

② Introducing CoflectionCombining coaching and reflection support

③ Implementing CoflectionTowards tool support

Agenda

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Reflection and CoachingTwo means for learning from experiences at work

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NOT Coaching !

© Andreas Nadler „Verliebt in unserer Natur“ / flickr

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Coaching Coaching

© Konstantin Gastmann / pixelio.de

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EmployIDEmployID

Reflection

BehaviorIdeas

Feelings

Returning to experience

Attending to feelings

Re-evaluating experience

New perspectives

Change in behavior

Readiness for application

Commitment to action

Critical / counterfactual thinking

Inference, abstraction

Boud (1985)Photograph by ŠJů

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Fostering Collaborative Redesign of Work Practice: Challenges for Tools Supporting Reflection at Work

Reflection or Coaching?

“Reflection is a complex, multifaceted and messy process that is tamed and domesticated at the risk of destroying what it can offer” (Cressey, Boud et al. 2006)Image:naturalbornstupid@flickr.com

“Coaching can be defined as structured communication process in which a coach assists a client to identify his or her set of goals to improve professional performance and personal satisfaction.”

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Coaching ReflectionLearning goal Understanding practice and learning for the future

Learning matter Experiences, practices

Trigger(s) Problem situation, discrepancy to expectations

Coaching VS. Reflection?

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Coaching ReflectionLearning goal Understanding practice and learning for the future

Learning matter Experiences, practices

Trigger(s) Problem situation, discrepancy to expectations

Learning approach (Rather) Formal, guided Informal, emergent

Roles in the process Coach, client (coachee) Reflection participants (symmetry)

Interventions in the process

Many tools and interventions for different steps in the process

Questions, moderation of group reflection

Labour division model

Cooperation: Coach provides structure (process expert), client digs into issues (content expert)

Collaboration: All participants engage in reflection on same context

Goal for session Common goal: Positive outcomes from coaching, capacity to act (but different individual goals)

Shared goal: Learning about same / similar issue(s)

Barriers Time and personnel (coaches) needed Time to step back, continuity, integration into daily work

Implementation (technical support)

Synchronous (partly asynchronous, e.g. preparation)

Asynchronous (partly synchronous, e.g. meetings)

Training Required (role taking) Not required

Coaching VS. Reflection?

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Introducing CoflectionCombining coaching and reflection support

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• Combine coaching and reflection support for learning at the workplace

• Use synergies in goals, learning matter and triggers

• Provide “balance between support provided by people on the spot (…) and support from a designated mentor or manager” (Eraut 2004)

Introducing „Coflection“Coaching AND Reflection

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Use reflection when coaching is not possible

Use coaching when reflection is not enough

Iterate between coaching and reflection for continuous self-directed learning from experiences

How to combine coaching and reflection?Bridging the gap

Reflection Coaching

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• Coaching OR Reflection

• Idea: Enable transitions between Coaching & Reflection

• Let facilitators / user choose the process that suits them best

Coflection – Level 1 (Process level)

Coaching Reflection Coaching Reflection

Shared data from coaching and reflection

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Collaborative Reflection Peer Coaching

How to combine coaching and reflection?Dicreasing the distance

Reflection Coaching

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Peer Coaching Process (EmployID)

(based on Lippmann 2009, Berg & Berninger-Schaefer 2010, Berninger-Schäfer 2011 in: Blunk, Prilla, Wolf & Prilla & Wolf 2015)

solution state

start, problem selection

problem & situation

vision, resource

collecting further

resourcessetting goals Solution &

next steps feedback

allclient & peer

coaching facilitator

client & peer coaching facilitator

Advisors & client

client & peer coaching facilitator

Advisors & client all

5 min. 5 min. 10 min. 10 min. 5 min. 10 min. 5 min.

Initial phase Main phase (session) Final

phase

problem state

change of pattern

state

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Collaborative Reflection

„(...) the bridge between individual and organisational learning“ (Hoyrup, 2004)

Boud (1985)

BehaviorIdeas

Feelings

Returning to experience

Attending to feelings

Re-evaluating experience

New perspectives

Change in behavior

Readiness for application

Commitment to action

Boud (1985)

Articulating, sharing(similar) experience(s)

Articulating, sharinginsights / outcomesShared perspectives,shared understanding

Coordinating and embedding group processes of reflection into work

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Peer Coaching Collaborative Reflectionacceptance of offer observe own and shared work (data

collection)problem analysis document experiencesdefinition of status quo & desired status exchange experiences and connect

themawareness of feelings & behaviour ask for feedbackvision, change of pattern state understand and examine experiencesdefining goal(s) comment on behaviour (questioning &

criticising)finding solutions exchange ideas and perspectiveswork out steps to reach solution propose solutionstry out solutions (role play) check solution proposals(implementation of solutions) (consolidating solutions)evaluation of results

giving advice, collecting solutions*

Elements of Coaching and Reflection

* This is only done by advisors in peer coaching, never by a coach.

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• Intertwine process steps from coaching and reflection and create new coflection processes

• Using Coflection in tools • pre-definded coflection setups (procedures) • own configuration by users

Coflection – Level 2 (element level)

Shared data from coaching and reflection

Reflection Coaching

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Coflection – Level 3 (meta-level)

Coaching sequence with reflection intermediate steps to reflect about coaching (and peer coaching)

C.1 R.1 C.2 R.2

Reflection

C.1 C.2 C.3 Coaching to learn about reflection during or between reflection sessions

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• Adding the provision and discussion of own experiences by advisors to the peer coaching process (with or instead of the solution suggestions) (Level 2)

• Adding a “coaching” role and a pattern state change trigger to the reflection process (Level 2)

• Adding reminders of solutions after peer coaching to trigger reflection about the success of the peer coaching process AND about the application of solutions identified in the peer coaching process (touches Levels 1 and 3)

Examples of Coflection

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Implementing CoflectionTowards tool support

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Reflection within Community of Practice Prototype

More on Reflection Support Poster Session

Trigger Peer Coaching GroupShare data / results from

reflection

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Peer Coaching Room Prototype

Trigger ReflectionShare data / results from

coaching

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Implementing Coflection

Trigger Peer Coaching GroupShare data / results from

reflection

Trigger ReflectionShare data / results from

coaching

Add coaching role and supportive

material to reflection

Add prompting and experience exchange

to peer coaching

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• Coflection scenarios• Smooth conceptual integration (level 1)• Identification of meaningful combinations (level 2)

• Combining tool support• Enabling transitions / processing data (level 1)• Enabling re-combinations of processes (level 2)

• Evaluation

Further work

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You are invited to join: Peer Coaching Online Learning Course

2nd Peer Coaching Online Course started this week!

http://mooc.employid.eu/peer-coaching-2/

The END

Questions?

Michael Prillamichael.prilla@rub.de

Carmen Wolf carmen.wolf@kit.edu

www.employid.eu

You are invited to join: Peer Coaching Online Learning Course

2nd Peer Coaching Online Course started this week!

http://mooc.employid.eu/peer-coaching-2/

The END

Questions?