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

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  1. Frustrated or flourishing? Three ways we make sense of challenges at work

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    June 5, 2017
    Sally Maitlis shared her research which revealed that, in the face of challenges, there are three pathways that workers take:   Identity Path: in the face of threats, they rely on their sense of who they are Contribution Path: in the face of threat, they try and use their skills to help Practice Path: in the face of challenges, they learn skills as part of the work   What’s important is that these paths explain different outcomes of employees – the identity and contribution paths lead to frustration, burn-out and leaving the organization. Only the practice path, which is about...
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  2. Growing through loss: How we make sense from trauma

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    June 4, 2017
    How do people overcome devastating and traumatic experiences and grow? Sally studied artists who experienced injuries that resulted in which they couldn’t do their art anymore. These are experienced as highly distressing, traumatic, and threatens their core identity. It’s about loss. These events trigger sensemaking: who am I? What is my place in the world?   People who grow from these events create meanings: The injury as growth or loss: while painful, it helped them grow by opening up new worlds and possibility, made them stronger, or revealed some deeper struggle that could be resolved. Others didn’t grow and instead...
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  5. When we are uncertain, we turn to our group

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    April 12, 2017
    Michael Hogg’s shared his research on the role social identity and uncertainty. Just giving a groups a categorical names can create in group and out group dynamics: individuals trust, favor and conform to their in group and distrust, discriminate, and compete with the out group.   This research forms the foundation of social identity theory – the relationship between self and group. And what motivates this is often feeling better about oneself.   Michael’s work looks more specifically at a specific kind of uncertainty, identity uncertainty.   Overall, individuals are motivated to reduce uncertainty. And there are many sources of identity uncertainty –...
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  6. The social structure of cultural change: Damon Centola

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    February 9, 2017
    A dominant theory cultural norms are functional, but Damon provoked us to consider that there are cases in which norms are not functional at all, and can even be dysfunctional. Conformity norms stifle speaking up, for example which is seen in the Emperor’s New Clothes story and Stalin’s Russia. Such norms often comes from some sense of exogenous authority that dictate a behavior (political science), or sense of what is better (behavioral economics), or snow-ball effects of what’s popular (sociology). But all of these explanations assume there is awareness of all these things and they are valuable in some way....
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  7. Where the tipping point missed the point

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    February 8, 2017
    Damon Centola’s work unpacked assumptions in networks that related to how ideas/behavior spread through networks via “strong vs. weak” ties.  For many years, and argued well in Gladwell’s Tipping Point, the belief was that all ideas spread like viruses through networks. Daemon’s work points out that what is important is the distinction between simple contagions (ideas/actions that requires a single contact) vs complex contagions (ideas/actions that require multiple contacts and social reinforcement). Many cultural practices require social reinforcement, particularly when there is uncertainty & risk, run against norms, or interdependence with other technologies. What is important to know is how complex...
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  8. Why tightness is terrible and terrific

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    February 8, 2017
    Michele Gelfand’s work in social psychology explores how micro changes in behaviors connect to larger shifts in values in cultures.  Her work has looked the effect of social norms across cultures. Her concept is that there are qualitative differences in tight groups (with strong norms, litter tolerance for deviance, more orderly) vs. loose groups (weak norms, high tolerance for deviance, less orderly). Her research showed that tight groups coordinate well amidst threats of survival, both human made (e.g. tribal conflicts) and natural (e.g. natural disasters).  Tightness can be activated, too, by real of natural threats. And the situations, such as libraries...
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  9. Marga Biller

    Bechtel Wins Chief Learning Officer Award for Second Consecutive Year

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    2 January 5, 2017
    “Partnering with the business to develop a game-changing learning program that provides valuable skills to our employees, partners and customers, and essentially adding to the bottom line, is the ultimate goal of an organImage result for lucy dinwiddieization’s learning and development team,” said Lucy Dinwiddie, Bechtel’s chief learning officer. “To be honored with an award as significant as the CLO, demonstrates the collaboration and innovation of the Bechtel team and the commitment to our colleagues across the globe.”
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  10. Marga Biller

    Beaver – a Boston area school and LILA member embraces ‘unlearning’ strategies for students, teachers

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    October 17, 2016
    The Research and Design Center at Beaver Country Day School, just outside of Boston, is being framed as a Library 2.0. As construction workers focused on the physical space outside, a group of teacher leaders grappled indoors with the concept of unlearning. The school is embarking on a one-year quest to rethink teaching and learning strategies in advance of the opening of the “RaD.”
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Harvard Graduate School of Education