How to transform personal development for professional in a disruptive age. This manifest is based on previous work which we created and shared earlier. This second edition is enhanced with more suggestions on how to apply such an approach in practice. In this second edition we are introducing the Personal Productivity Grid to support personal development for professionals. Use this link to access the first edition of this manifest: https://www.slideshare.net/JeroenSpierings/professional-development-for-teachers You must learn to see the world a new. We learn from the emerging future and utilize the wisdom of crowds This needs to be the mindset for transformation. In general the flow of knowledge will activate the continuous optimization process. A circular process where we constantly seek for and access knowledge, from feeling, observation, demonstration and challenging we are able to apply the knowledge in practice. We create deeper understanding and new ideas for adoption will emerge. We reflect on the application and learn so that we can curate new knowledge and share this with a wider audience. We focus on empowering teachers to make a difference. Important element is the sharing of knowledge, expertise and experiences so that we collectively learn from the emerging future. Each teacher can use the flow of knowledge to build their personal productivity grid to drive personal growth. You step into the future to shift your frame of reference.

1. Transform professional
development for
teachers in a
disruptive age?

2. This manifest is based on previous work which we
created and shared earlier. This second edition is
enhanced with more suggestions on how to apply such
an approach in practice. In this second edition we
are introducing the Personal Productivity Grid to
support personal development for professionals.
Use this link to access the first edition of this
manifest:
Slideshare presentation

3. Routine
Standardized work
Non-routine
Customized work
Industrial
Market
Economy
Creative
Network
Economy
Labour
Compliance
Dilligence
Intelligence
Replaced by
automation
Enhanced by
connectivity
Talent
Curiosity
Creativity
Empathy
1975 1995 2015
Source: Harold Jarche – jarche.com
Work is changing

4. • Data Analytics & Information
Management will drive personalization
– Big Data
• Wearable Technologies & Internet of
Things will increase mobility
• Augmented Reality & Ambient
Intelligence will provide a richer
experience
• Screens are everywhere and support
greater flexibility
• Robotics & 3D will help to automate
and drive a future based on
creativity, improvisation and
experimentation
Technology to drive change

5. Change is constant
• Big Data
• Wearable
Technologies
• Internet of Things
• Augmented Reality
• Ambient
Intelligence
• Screens
• Gamification
• Robotics
• 3D
• 21st century skills
• Inclusion
• Diversity
• Uncertainty
• Jobs for the future
• Purpose of education
• Gap with corporate
world
• Leadership
• Sustainability
• New ways of working
• Annual classes
• Testing & Exams
• Basic education
• Curriculum
• 1040 hours
• Lessons
• Long summer holidays
• Inspection
• Scores
• Compulsory education
• Current learning methods
• Measure
• Self direction
• Interactive
• Collaboration
• Project based
• Adaptive
• Personal
• Flexible
• Hybride
• Mobile
TechnologySociety
Learning

6. Calling all
teachers: start
now, unite and
share your stories

7. From consumption, instruction
and standard content &
curriculum to facilitation
interaction and
personalisation.
Stimulate eagerness to learn.

8. New roles
Roles
Teacher
Mentor
&
Coach
Resource
Provider
Designer
Data
Manager
Curriculum
Specialist
Researcher
DJ
Film
Producer

9. Personal
Vision
Organisation
Passion
Skills
Subject
areas
New ways of working
Happiness&Growth
21st century skills
Futuredirectionofcurriculum
Professional Development

10. Personal
Vision
Vision
Organisation
Direction for development

11. Organisation
• Sharing Economy
• Wisdom of the crowd
• Experience
• Flexible workforce
• Mobility
• Flat organisation
• Network organisation
• Agility
• Open
New ways of working
Direction for development

12. • Hostmanship
• Personal Leadership
• Added value
• Make a difference
• Self directed
• Growth mindset
• Purpose
• Serendipity
• Authentic
• Autonomy
Happiness & Growth
Direction for development
Passion

13. • Collaboration
• Improvisation
• Design thinking
• Creativity
• Productivity
• Problem solving
• Information, Media
& ICT
• Social skills
• Entrepreneurship
• Communication
21st century skills
Direction for development
Skills

14. • Annual classes
• Same age
• Flipped Classroom
• Learning methods
• Hybride learning
• Value of Testing &
Exams
• Cross over
• Technology enhanced
• Differentiation
• Maker Education
Future direction
of curriculum
Direction for development
Subject
areas

15. Introducing Personal
Productivity Grid for
teachers.
Adopt a new approach for
continuous improvement of
professional development.

16. How
• Knowledge
• Operation
• Performance
What
• Routine &
Habits
• Skills &
Competences
• Purpose &
Ambition
Focus
• Baby Steps
• Connect &
Activate
• Feedback
• Deepen &
Impact
Personal Productivity Grid:
Structure for professional
development

17. HOW – flow of knowledge
A knowledge gap
exists we are
in search of
knowledge
The
sustainable
impact of
knowledge for
organization
& society
Access & collect
knowledge to create
deeper
understanding
(discuss & debate).
Apply and use
knowledge in
(working)
practice.
Curation of
knowledge and let
others benefit
(prepare to share)
Reflect on
knowledge (arrange
feedback and
evaluate)
12
4 3
SenseSeek Share
Action &
Activation

18. HOW – 70/20/10 framework
In professional development use 70/20/10
framework for learning by doing and
performance support.
Formal
Informal
Directed
Undirected
Self Directed
Dependent
(Instruction)
Independent –
Supported by
online
platforms
Interdependent
(Social &
Collaborative)
10% Formal Learning: via
workshops and training
70% Informal Learning:
via experience and
practice
Self Directed either
interdependent or
independent
20% Informal Learning:
via other Subject
Matter Experts
Self Directed
Interdependent Learning
with help of coaching &
mentoring

19. WHAT – key development areas
• Understand and develop purpose with
help of the IKIGAI model. Drive self
direction and support the
development of a self navigating
capacity for individuals
• Use the Self Determination Theory
(SDT) to develop eargerness to learn
and develop intrinsic motivation for
participants and team players
• Drive professional- and personal
development and engagement using
the Flow of Knowledge model.
Sharing culture to educate the
world. Free flow of information
• Change your habits and working
routine by using the habit loop
model. Explore, discover and
adopt new ways of working to
drive personal performance and
growth.
Motivation
Habits, Routine
& Performance
Purpose &
Ambition
Skills &
Competences

20. WHAT – drive impact
Which components need our full attention and support.
These components are connected, will help to
accelerate, and are a catalyst for change.
Trust – people’s
trust exists to
participate make
a positive
contribution
Autonomy –
people are in
control of
their own
behaviors and
goals. They
can decide to
contribute
Team - there is a
sense of connection
with others who
contribute.
RECOGNITIONCOMPETENCE
OPEN

21. FOCUS – accelerate success
Baby steps &
start small
Connect,
Collaborate &
Activate
Intention,
Peer Feedback, and
Reflection
Share expertise and
knowledge, and deepen
understanding

22. Building bridges
connecting and
integrating formal
and informal
activities

23. Creating
transparency and
making everything
visible to everyone.
Unified access to
all information.

24. Where to start
Purpose &
Story Perspectives
First Step
Set the
scene
Experience
Circular
Process

25. • Love to learn.
• Technology can help but is a
tool – not more!
• Stay away from the good or bad
discussion
• Don’t judge to fast
• Feeling uncomfortable is good
• Seek the unexpected -
serendipity.
To conclude

26. Final thoughts
The rise of the free agent nation:
• Lifetime employment is over
• Stable employment at large (public)
organisations is gone
• The average career will encompass half a
dozen employers and two or three
"occupations"
• Most of us will spend sustained periods of
our career in some form of self employment
• Number of freelancers will grow
• Projects (teaching) run by some form of
crowdsourcing will grow
• Flexible workforce
• We are on our own
• It's not theory it is happening

27. For leaders in your
organisation
Don’t help build the silence spiral!
Answer questions, also though
questions, be open and very honest no
exceptions. Silence leads to doubt,
doubt leads to fear, fear leads to
panic, panic leads to worst case
thinking.

28. In order for me to develop this 2nd manifest I have
used content and resources from various business,
marketing, and education professionals. I want to
thank them for all the inspiration. This is the list
of resources that I used:
Mahan Khalsa, Let's get real or let's not play
The Cluetrain Manifesto
Thomas Friedman, The world is flat
Tom Peters, Re-imagine
Tom Peters, The Professional Services Firm (PSF)
Harold Jarche, The Network Era
Yuri van Geest, Exponential Organisations - Singularity
University
Jed Emerson, Blended Value Framework
Ruben Puentedura, The SAMR Model
Eric Ries, The Lean Startup
Brian Solis, The End of Business As Usual
Alexander Osterwalder, Business Model Generation & Value
Proposition Design
Gerd Leonhard, Digital Transformation: are you ready for
exponential change?
Roman Krznaric, The Six Habits of highly empathic people
Jan Gunnarsson, Hostmanship – the art of making people feel
welcome

29. Please contact me if you like to
continue the discussion:
All pictures are found on PEXELS
jacspierings@gmail.com
www.twitter.com/jeroenspierings
www.linkedin.com/in/jeroenspierings
www.jeroenspierings.nl