LILA ~ Learning Innovations Laboratory at the Harvard Graduate School of Education

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  1. Marga Biller

    Understanding Culture by David Perkins

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    As Dave Perkins shared prior to his synthesis, this is not an attempt to summarize everything that the LILA community explored during the October 2016 gathering, rather it is a way a 64,000 view that might help advance our thinking on the topic.   Defining Adaptive Cultures Individual cultural knowledge is largely tacit – we don’t know what we know (we just behave) Iceberg: like the being roughly 90% under water, not knowing like this is not just limited to culture, but to all fluent knowledge (example of grammar, used implicitly) The 10% of explicit knowledge is very important to...
  2. Marga Biller

    The Science of Evolution: What Makes Humans So Different

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    LILA October guest Michael Muthukrishna has written about how culture has evolved in the human species, and this perspective can help us begin our exploration of adaptive cultures in organizations. Muthukrishna and co-authors argue that humans are “an ‘evolved cultural species,’” which “has evolved to socially transmit complex behavior-shaping information between generations” (Chudek, Muthukrishna, & Henrich, 2015, p. 2). Our species has attained “cumulative cultural evolution,” which is where our culturally transmitted behaviors “are more complex, sophisticated and well-adapted than anything a single asocial or non-cultural individual could devise alone in their lifetime” (p. 2). No single person could ever re-create the world we live in.
  3. Marga Biller

    Unlearning to Learn – LILA Summit Animation

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    One of the ways in which LILA supports the learning of its members is to create an animated short presenting key ideas from the year long exploration.  The theme during the 2013-2014 season was Unlearning to Learn.  Below is the transcript from the animation in case you would like to read more about what is presented in the animation. Unlearning to Learn This year at LILA, we take a whirlwind tour of unlearning, approaching it from three angles: mindsets, habits, and systems. Here, we take stock of our two main quests around unlearning: understanding it and fostering it. Unlearning...
  4. Sue Borchardt

    October 2016 Animation: Understanding Culture in Organizations

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    The sheer scope of Culture’s sweep makes a pithy definition difficult, a challenge further amplified by the dynamic, overlapping, and nested cultural contexts we strive to make sense of. Culture is often named as contributing to the success or failure of organizational efforts such as globalization, mergers & acquisitions, and cultivating diversity. One place to start when exploring whether and how cultural forces might be leveraged to help organizations adapt to internal and external change, is by asking: how do cultures work? and how do they adapt?
  5. Marga Biller

    April 2016 Animation: Paradoxes of Learning and Performance

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    Comment
    This animation represents the sensemaking by the LILA community based on the ideas shared by guest speakers Jennifer Garvey-Berger and Chris Kayes. To continue the conversation, add a comment after viewing this animation. 1. What idea(s) sparked your interest? 2. How did it enhance your thinking? 3. What might you try based on the ideas?
  6. Marga Biller

    A Deeper Dive Into Deliberately Developmental Organizations

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    As a current LILA member you are invited to an exclusive three-hour workshop with Bob Kegan and Andy Fleming (CEO, Way to Grow INC) on Wednesday, June 8th from 1:30-4:30 p.m. at Harvard Graduate School of Education in Cambridge, MA. The workshop will serve as a natural follow-up to Bob’s session on Tuesday and delve deeper into the principles and practices of Deliberately Developmental Organizations™ (DDOs). Bob and Andy also look forward to sharing highlights from their initial work using their proprietary DDO Assessment℠. This survey instrument measures the current “developmental-richness” of an organization’s culture and spotlights specific behavioral gaps that organizations need to address to become more developmental for all of their people.
  7. Daniel Wilson

    Learning & Performing (Chris Kayes)

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    A big idea that I took away was the role of curiosity and safe risks to support individual and group learning. And I’m wondering how the opposite of curiosity and safe risk -- confidence and “safe routines” – might work against learning and support performance. My guess is that In short, Kayes noted from his work that a key individual factor that predicts learning is “open to new experiences.” A key team processes that predict learning is psychological safety and supervisory support. DW: Being open to novelty is a hallmark of conceptual frameworks of curiosity. And that makes intuitive sense in terms of the role it plays in individual learning. Psych safety and the leader role are also well established in team learning literature, so good to see it here. However, it raises a question in me: I wonder how their opposites, such as indifference, confidence, normality, and routines, might explain individual and team performance?
  8. Daniel Wilson

    Reflections on Learning & Performance

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    Comment
    A big idea that I took away was the role of curiosity and safe risks to support individual and group learning. And I’m wondering how the opposite of curiosity and safe risk -- confidence and “safe routines” – might work against learning and support performance.

Harvard Graduate School of Education