1. Creating Artists of Learning
Stacey Rainey
srainey@microsoft.com
Academic Program Manager
Mary Cullinane
marycul@microsoft.com
Director, Innovation and Business Development Team
3. Our times they are a changin’:
Journey to 150 Million Users
2009
2008
2004
1997
2001
1966
1965
1983
Telephone
Cell Phone
Facebook
Television
iPod
89 Years
7 Years
14Years
5
38 Years
1928
1876
4.
5. What if…
We understood our customers…
We were guaranteed not to fail…
We knew exactly what we wanted a learning
environment to look like…
We had resources, commitment, will, and
courage…
Would we still build…..
6. Apple
Proctor and Gamble
Google
Toyota
General Electric
Microsoft
7. Sustaining Innovation is Difficult…..
Forbes100 from 1917 to 1987:
39 members of the Class of ’17 were alive in ’87 - 39%
2 outperformed the market - 2%
S&P 500 from 1957 to 1997:
74 members of the Class of ’57 were alive in ’97 –
15%
12 outperformed the market – 2%
11. The Status Quo will no longer due…
The 25% of the population in China, with the highest IQ’s, is greater than the total population of
North America.
If you took every single job in the U.S. today and shipped it to China . . . China would still have a
labor surplus.
In the next 75 minutes … 540 babies will be born in the U.S. …
3159 babies will be born in India.
by 2010 more than 51 percent of the U.S. workforce is expected to be 40 years old or older, a 33
percent increase since 1980.
The U.S. Department of Labor estimates that today’s learner will have 10-14 jobs … By the age
of 38.
At American colleges and universities, only 5 percent of undergraduates are pursing degrees in
science or engineering, compared with 42 percent of university students in China, while India
routinely graduates four times as many college students with engineering skills as the United
States.
12. We are asking the wrong questions
Does technology have a direct
correlation on student
achievement?
Why haven‟t we discovered the
Silver Bullet?
What is the School of the Future
Blueprint?
13. Netflix
Blockbuster (BBI)
(NFLX)
52 week $5.80
52 week $40.90
Dividend &
Dividend & NA
NA Yield
Yield
Earnings/Sh
-0.04
Earnings/Share 1.09 are
Forward P/E 14.60
Forward P/E 22.90
438.09
1.79 Market Cap.
Market Cap. Mil
Bil
fyi P/E 2,740.70
fyi P/E 26.50
Return on
Return on 0.04
17.14 Equity
Equity
Total Shares 197.34
Total Shares 60.87
Out. Mil
Out. Mil
16. Philadelphia Context
Grade 9 – 12 Public High School with 750 Students opened Sept. 2006
Neighborhood High School with comprehensive curriculum, not special
admit
3 Year project funded by the School District of Philadelphia with a
standard budget allocation
Microsoft’s contribution primarily human capital, partnership
development support and resourcing and is part of our US Partners in
Learning portfolio
New construction in West Philadelphia (163K Sq. Ft.)
Best practices and outcomes to be leveraged worldwide.
Building not required.
Resources available at www.microsoft.com/education/sof
17. Innovation Orchestration…
Be
Language
Comfortabl
is
e Not
Paramount
Knowing
Identify the
Learning Lack of
Questions
First… Process
and
Technology Impedes
Answers
Later Success
Will Come
18. What are you trying to create?
Establishing Our Vision
continuous
where learning is not dependent on time and place
where content, curriculum and tools are current and relevant
relevant
where instruction adapts to the needs of the individual student
adaptive
18
19. Who is your customer?
• Motivations
MOTIVE
• Obstacles
• Trends
• Interests
• Values
• Environment
19
20. How do we have a better technology conversation?
Virtual Teaching Assistant
Education Competency Wheel Home / School Broadband OneNote
Apex Learning
TakingITGlobal
Learner / Educator Portal Community Portal
Community Portal
Community Portal
OneNote Assessment Notebook
Instructional Implication
Personalized Rich
Instructional Learning Community Self Directed Best Practice Peer
Instructional Delivery Assessments
Method Resources of Learners Mechanisms Sharing Environment
Plan Tools
Demonstration
Generate Identify Prior Gather New Reinforcement Reinforcement
Observation Replication Reflection
Interest Knowledge Information Drill Educate of Learning
Learning Continuum
OneNote
Learning Portal
Device Strategy Virtual Library Office 2007
Learning Portal
Virtual Library
Cross-Curriculum R&D Anytime Anywhere Access OneNote
Assessment Dashboard
Groove
Integration
Learning Space Matrix
SmartCards
AudioEnhancement
US Partners in Learning: Philadelphia School of the Future
26. Creating a “Culture of Professional Development”
Recognize the difference between a professional development
plan and a culture of professional development
Create an environment where:
Self-critical behavior is encouraged and expected
Permission to say “I don‟t know” is granted
Failure is part of the process
Provide the infrastructure – then support self directed solutions
as well
27. Career Model Overview
Experiences
The building blocks for learning and
growth
Career Stages Competencies
What„s expected in your current stage and
The set of behaviors that differentiate
how to get to the next stage on your
outstanding performance
chosen career path
28. How it all comes together…CareerCompass
Evaluate
Review
Plan/Next Steps
29. Developing People
Asset: The Education Competency Wheel
Goal: Build a resource that can:
Support organizational development
Support stronger selection
32. Reflective Questions
Do you document and discuss formal on the job
training opportunities with your teams?
Do you encourage your staff to create and
document personal development plans
Do you set aside formal time to discuss individual
development plans with your direct reports / staffs
34. People & Hiring
Hiring Philosophy Hiring Methodology
Behavioral interviewing
Hire the best
• Past behavior indicates future behavior
Every hire for organization first,
• Identify behaviors needed for given job
not the position
then find a person with those behaviors
Hire talent & potential, not
• Seek specific examples from
experience
candidates of times when they
Committed to diversity
demonstrated behaviors
36. Interview Model
Closing (5–10
Introduction (5 Competency Functional
minutes)
minutes) gathering skills (15–30
stage (15–30 minutes) • Answer questions
• Build rapport
minutes) – about SDP or
• Opening question • Test candidate's
team
See Handout specific job
• Refer awkward
knowledge
• Behavioral questions to a
• Situational recruiter
• Explain next steps
• Scenario/Role
• Sell when
Play
• Probing appropriate
37. Conducting a Superior Interview
1. Questions should focus on assigned core competencies, not talents
2. Don't be intimidated by a candidate's knowledge. Focus on how it was gained, what they
have and are currently doing with it
3. Find people who have thought critically about their successes and failures
4. Always take long-term view & consider a candidate's potential
5. Try to ensure candidate talks for about 80% of time
6. Value cultural differences; watch for personal biases
7. Answer questions about working here. Identify strong work-type preferences
8. Remember, by end of interview, a hire or no-hire recommendation needed:
Don‟t rely on resume
9.
38. Reflective Questions
Do you provide formal interviewer
training?
Is your interview process consistent
throughout the entire organization (all
roles)
39. Lessons Learned
Be brave, be bold, be thoughtful…
Money and technology are great… people are better.
It‟s more than a professional development plan… it‟s creating a
culture of professional development.
Be comfortable saying “I don‟t know” and be self-critical
Language matters
40. highlights of resources
School of the Future
www.microsoft.com/education/sof
• Discovery Briefs
• MS Institute
• Interactive Web
• SOF Competency Wheel
• Learning Space Matrix
• IT Design Architecture / K12 Technology Blueprint
• School of the Future World Summit
• SOF Vision Paper
