October 28, 2017
Prompt: Create your personal goals and assessments for this unit. Submit your reflections on your personal goals and assessments.
Reading Reflections: Performance Consulting and the Adult Educator
There are many similarities between being a performance consultant and facilitator to learning. For instance, fostering access, trust, and credibility are not only key features to the performance consultant, but also to the adult educator (Robinson and Robinson, 2006). These components are essential in harboring a safe and comfortable learning environment for the learner and customer. I'm interested in learning more about how the skills learned in the program so far will translate into this type of role, and how I can further my assessment skills in analyzing results so I can translate these skills into creating effective and diverse learning experiences (Sorohan, 1996).
Unit Goal Completion
Constant improvement is a component of integrity, which is my chosen core value. Backwards design and the flipped classroom approach are fascinating concepts, which is why I wanted to experiment with them in my curriculum plan for this unit. Backwards design makes a lot of sense and can help to weed out the unnecessary information and tasks from learning to make it more efficient and effective. This is another reason writing clear and appropriate objectives is of high importance in beginning curriculum planning. I’m also intrigued with how these concepts tie in with Universal Design for Learning, or UDL, which is another area of interest. I plan to continue reading more about the concepts of backwards design and the flipped classroom approach in this and future units. I’d also like to learn more about how to develop essential questions to guide curriculum content and activities (Wiggins, McTighe, Kiernan, and Frost, 1998).
In addition to implementing this tutor training redesign for the next academic year, my goal is to develop a survey evaluation for continuous improvement of the training and orientation and for the program overall. Each year, I plan to pull these data to present to the members of my organization.
References
Robinson, D.G. and Robinson, J.C. (April, 2006). Performance Consulting: The Art and The Science. Performance Improvement. 45(4), 5-8.
Sorohan, E. G. (March, 1996). The Performance Consultant at Work. Training and Development. 34-38.
Wiggins, G. P., McTighe, J., Kiernan, L. J., and Frost, F. (1998). Understanding by design. Alexandria, Va: Association for Supervision and Curriculum Development.