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Distributed Professional Learning Opportunity

Distributed Professional Learning Opportunity. Developed by ERLC/ARPDC as a result of a grant from Alberta Education to support implementation. Seven Qualities of High Performing Groups with Lipton Lipton, Ed.D Co-Director, MiraVia, LLC. Explore: Coordination vs. Collaboration

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Distributed Professional Learning Opportunity

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  1. Distributed Professional Learning Opportunity Developed by ERLC/ARPDC as a result of a grant from Alberta Education to support implementation

  2. Seven Qualities of High Performing Groupswith Lipton Lipton, Ed.DCo-Director, MiraVia, LLC

  3. Explore: Coordination vs. Collaboration Seven Qualities Implications and Applications Maintain a clear focus

  4. Coordination

  5. Collaboration

  6. Collaboration

  7. Collaboration

  8. Collaboration

  9. Collaboration

  10. Collaboration

  11. Together let’s . . . Create a definition of collaboration Take 2 minutes

  12. To collaborate from Late Latin collabōrāre, from Latin com- together + labōrāre to workto work jointly with others, to co-labor

  13. To collaborate A mutually beneficial relationship between two or more parties who work toward common goals by sharing responsibility, authority, and accountability for achieving results. David Chrislip & Carl Larson Collaborative Leadership

  14. To collaborate A process through which parties who see different aspects of a problem can constructively explore their differences and search for solutions that go beyond their own limited vision of what is possible. Barbara Gray Collaborating: Finding Common Ground for Multiparty Problems

  15. Collaboration

  16. Collaboration?

  17. Seven Qualities of High Performing Groups

  18. High Performing Groups Maintain a clear focus

  19. Maintain a clear focus Clear and measurable goals

  20. Maintain a clear focus Clear and measurable goals Hold long-term vision

  21. Maintain a clear focus Clear and measurable goals Hold long-term vision Minimize distractions

  22. High Performing Groups Embrace a spirit of inquiry

  23. Embrace a spirit of inquiry Ask genuine questions

  24. Embrace a spirit of inquiry Ask genuine questions Avoid quick conclusions

  25. Embrace a spirit of inquiry Ask genuine questions Avoid quick conclusions Develop novel solutions

  26. Breakout: Discuss the questions that follow

  27. Maintain a clear focus • Are your group’s mission and goals clear to all? • What are some things that keep your group focused?• What are some ways you handle distractions? In what ways do we . . . ? Embrace a spirit of inquiry • Given your group’s target goals, think about some “what if’s?”, “why not’s?” and other novel questions that might support your work.

  28. High Performing Groups Put data at the center

  29. Put Data at the Center Data focus conversations

  30. Put Data at the Center Data focus conversations Formative & summative

  31. Put Data at the Center Data focus conversations Formative & summative Data drive all decisions

  32. High Performing Groups Honor commitments

  33. Honor Commitments Identity as group member

  34. Honor Commitments Identity as group member Melding of individual agendas

  35. Honor Commitments Identity as group member Melding of individual agendas Willingness to lead

  36. Breakout: Discuss the questions that follow

  37. In what ways do we . . . ? Put data at the center • What are some data sources tapped by your group? • How is data used to focus your conversations; inform your progress? Honor commitments • What is most important to your group? • How are priorities selected and maintained?

  38. High Performing Groups Cultivate Relational Trust

  39. Cultivate Relational Trust Presume positive intentions

  40. Cultivate Relational Trust Presume positive intentions Congruence

  41. Cultivate Relational Trust Presume positive intentions Congruence Communication

  42. High Performing Groups Seek Equity

  43. Seek Equity Balance participation

  44. Seek Equity Balance participation Psychological safety

  45. Seek Equity Balance participation Psychological safety Cognitive conflict

  46. High Performing Groups Assume collective responsibility

  47. Assume Collective Responsibility Accountability: From Old French, acunter, accomputare To count up, to reckon. Answerable

  48. Assume Collective Responsibility Accountability: From Old French, acunter, accomputare To count up, to reckon. Answerable Responsibility: From Latin. Respondere, to respond, obligation. A duty, an obligation, to promise in return, Capable of making moral or rational decisions on one’s own and therefore answerable for one’s behavior.

  49. Breakout: Discuss the questions that follow

  50. Cultivate relational trust • How would you rate relational trust in your group (on a scale of 1-10)? Seek equity • How balanced are your groups?• What voices are represented? What other resources might be important to recruit? In what ways do we . . . ? Assume collective responsibility • Share some aspect of your group work that requires and engages ALL members?

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