Visualization techniques for facilitating learning

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After a guest contribution of Nancy White on graphic facilitation we have a new guest post on the same topic from Leen De Kort:

People learn in different ways. Some of us like reading or feel the urge to rewrite important information; others seem to retain a lot of visual information. But whilst reading and writing are always present in learning and training, visual information generally isn’t. Yet there are reasons enough to start integrating visual aids more consistently.

Not only would we help ‘visual learners’ by doing so. We could all benefit from combining different senses to retain information. Not to forget that using visuals simply makes things less boring, and thereby motivates people to pay closer attention. Fortunately, due to the rise of technology, integrating visuals becomes easier than ever.

This year’s International Training of Trainers Forum focused on visualisation. Next to including sessions about visualisation techniques (graphic recording, digital storytelling and the use of apps), we also tried to be as visuals as possible in our own preparation and communication. Therefore different tools were used.

When preparing for the different sessions, we used visual templates to structure our session plans. Upon request, we shared the templates in an online community on Facebook (RosViz10)

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Learning with tablets

, / by https://blog.itcilo.org/author/wambeke/

In the  Green Economy Academy we are currently piloting our first large scale – learning with tablets– initiative. The use of tablets in learning activities is moving fundamentally beyond the idea of considering new mobile technologies as interesting gadgets. The following arguments are forming the base of this interesting initiative:

– The creation of more interactive and engaging technology enhanced experiences inside and outside the classroom setting. (cf. polls, surveys, audience response systems, evaluation, …) + the amplification of the learning outside the classroom by setting up backchannels.

– The need to initiate pre- and post-activities / field assignments that could not be achieved in the traditional classroom setting using contemporary technologies.

– The extension of the learning activity before and after a face-to-face training session

– The visibility that a contemporary training centre uses innovative mobile and flexible learning technologies.

– The transition towards a paperless strategy for all learning materials and resources. This aims to increase efficiency in the training processes by cutting costs linked to paper-based material printing, storage, transport etc.


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The Compass Cards are out there! Your direction for learning and training.

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A few months ago we launched a crowd-funding campaign to design and develop the compass cards based on our on-line toolkit. The idea was to develop a mobile card set of participatory knowledge sharing methodologies and technologies. The campaign did not reach its financial goal but crowd-sourced on a variety of interesting  and alternative ideas to transform this concept into reality. We are proud to present these compass cards here on our blog.  Below you will find an overview presentation of what the cards are all about.

cards

In case you are interested to obtain a set of compass cards fill in the following form. You will be contacted shortly after with additional instructions:

[contact-form subject=’compass cards order’][contact-field label=’Name’ type=’name’ required=’1’/][contact-field label=’Email’ type=’email’ required=’1’/][contact-field label=’Website’ type=’url’/][contact-field label=’Address’ type=’textarea’ required=’1’/][contact-field label=’How many compass card sets do you want? (50 EURO per box)’ type=’text’/][/contact-form]

Graphic Facilitation, what is it all about?

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Tomorrow 35 colleagues will participate in the Centre’s first graphic facilitation workshop. To know what it all is about and to give you a visual taste we interviewed the facilitator, Nancy White.
nancywhite

1. What is visual facilitation all about?

 Graphic or visual facilitation is the intentional use of visual practices, including drawing, using pre-made visual artifacts and other forms, by an individual or by members of the group to support the group’s process. Some of the intentions behind visual facilitation include:

•using visuals as sense-making tools
•using the negotiability of images to think together when words (written/spoken) may block us
•the value of people creating a shared artifact of their work/learning/experience • the power of “making my mark” as an individual in a group
•using as many of our senses as is useful in a particular context

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Compass, a navigational instrument for innovating learning and knowledge sharing

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Last week we launched our new and enhanced COMPASS Toolkit. The Compass toolkit uses the metaphor of a navigational instrument to guide you through a repository of 60 participatory learning, training and knowledge sharing methodologies. The Compass toolkit orients you in the way you design learning, training and knowledge sharing activities. It does so by identifying 7 learning and training objectives:

– Focus on learning
– Participate and network
– Access and build knowledge
– Assess, reflect evaluate
– Inspire and generate ideas
– Problem solve and plan
– Map ideas and relationships

Compass_Logo

By clicking on one of the learning and training objectives, you will be directed to more detailed sub-objectives. If you click on the sub-objective that matches your learning, training and knowledge sharing needs the best, you will find an overview of possible relevant methodologies. The Compass toolkit provides you with detailed instructional fiches of all the methodologies. You have the possibility to print or download the instructional fiches of the 60 methodologies so you can use and distribute them in your learning and training activities.

We aim the instructional fiches to be as practical as possible. Therefore we illustrated each methodology by a case study of the application of the methodology in the context of the Turin Centre. The instructional fiches further provide you with some additional tips and suggestions of how to adapt the methodology to your specific learning and training needs.
The Compass is brought to you with the support of the Innovation Fund project on “Enhancing the Knowledge Sharing Capacity of the Centre”. With this toolkit, we aim to support all units of the Centre to embed knowledge sharing in their training and capacity development approaches, as well as in their internal working processes.

Compass_Logo+slogen_High

Appreciative Inquiry

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In the facilitation of strategic retreats or meetings we use often the “appreciative inquiry” technique to facilitate positive change within an organisation/team. With this blogpost we would like to provide you with some background materials that can help you in designing and implementing your own ‘appreciative inquiries’.

Appreciative inquiry is an excellent method of organizational development that has the potential to engage every stakeholder, every colleague, every member of the organization when it has to deal with a period of change, renewal or improved performance. It is very suitable for strategic planning, project planning, problem solving, stimulating innovation, enforcing positive forces in an organisation, team building, monitoring and evaluation. Everything is based on the assumption that every organization has something that works well, and therefore can be amplified or strengthened. What do we want more? What is good here?

The following steps of the 4D model can be used to create positive change:

appreciativeinquiry

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Setting up a coaching programme

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Almost two years ago our Center started to design and develop a coaching programme which aims to contribute to the transformation towards a knowledge based learning organization. After the initial pilot phase we thought it was useful to reflect back on our experience and interviewed Nat Clegg on the importance of coaching and the creation of a learning culture. 

Why is coaching important for a training institute as the ITC-ILO?

The ITC-ILO must be an organisation that has to be fluid and robust in today’s forming, reforming and demanding world arena to conclude good results within their teams and for others. With efficacy in mind, the only competitive advantage you have is your people, so investing in them and helping them be the best they can be gives your organisation an advantage.

With this in mind it is important that people who work and deliver for the Center have a point of contact with someone who can not only listen to their aspirations and tribulations but can help them contact their authentic self and in turn can discover how to further their external skills and approach with others.

The important factor here is that I believe people operate well when they function as a whole person, with clear intention and integrity.

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Liberating Structures

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From 12-13 March 2013,  colleagues from all units of the International Training Centre of the ILO came together to strategize on how to best “deliver as one” in responding to the latest challenges and opportunities in the world of decent work and sustainable development. Using the knowledge sharing methodologies we regularly apply in designing training activities for partners and constituents, we engaged in substantive discussions about future directions of the Centre and proposed bold new topics for training activities to stay ahead of the curve. Working with consultants from “Liberating Structures,” we also enjoyed the opportunity to update and refresh our repertoire of knowledge sharing methodologies. Watch the video to learn more.

[youtube=http://youtu.be/Rmj1Oez0mdg]

Haley Horan

the art of knowledge exchange

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In a training institution more and more activities move beyond the traditional cycle of delivering courses. Learning and training gets closely connected with knowledge sharing and the larger domain of knowledge management. We will take this aspect into account and feed this blog also from this knowledge angle. Two elements that might be of interest for you:

– ITC-ILO is launching its first knowledge lab:”From Knowledge Management to knowledge sharing“. A workshop that will walk you through the entire knowledge management cycle address all the necessary tools and techniques to share organisational knowledge in an efficient and effective manner. More information and registration available on this link.

 

 

 

 

 

 

– The World Bank Institute published recently : “The art of knowledge exchange“. A step-by-step guide for practitioners with methodological insights on how to set up and manage knowledge exchange activities such as study visists, peer reviews, communities of practice, dialogues and conferences. Download the publication here.

Any other knowledge sharing link, publication or event more than welcome !

The art of asking questions

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This blog has been updating you in the last two years about the most recent participatory learning methodologies that you can use in a learning context. One question always remained a little bit in the background, and that’s the old simple technique of asking a powerful question. Something you need almost always in the application of every facilitation technique whether it’s a  panel expert discussion or a  world café. To answer on what is the art and the architecture of a powerful question we have collected a series of interesting short publications on the topic? Do you have any other interesting resources to add?

Asking effective questions. (The Asian Development Bank)
The art of asking powerful questions. (From the World Café Methodology)
Different question techniques (Changing minds)