Gull Online - Global University for Lifelong Learning

Briefings

GULL offers a versatile solution to workplace and community challenges and opportunities

GROUP PROJECT BRIEFING (BL3/4; ML4) BEACHES TURKS & CAICOS, SANDALS RESORTS INTERNATIONAL (SRI), 20-22 JULY 09

Shelly-Ann Whitely Clarke

Shelly-Ann Whitely-Clarke, Regional Training Manager, Sandals Resorts International, explains how to start, sustain and complete an action learning project.

Display Video

...> 1 Project dynamics and viability

...> 2 Project stages and outputs

...> 3 The project plan

...> 4 Project examples and action steps

...> 5 Verification and application

...> 6 Resources and critical path

...> 7 Presentation and getting started

....

1 The group project process and comments on group dynamics/project viability;
2 The output stages and the purpose of the learning log (group project, output 1) and the self and internal review criteria used for each output;
3 The project plan – via an overview of the rationale for the project and the intended action plan with anticipated outcomes and benefits. A progress report, outcomes and presentation follow;
4 ML4 example: Computerizing the database for Concierge: The system is manual and the time lag (all information is held in one location) is problematic. Solving this will yield benefits.
5 Verification is ‘evidence’ – for the Concierge project, the evidence takes the form of guest comments (wait times) etc. By evidencing the problem it is easier to sell a potential solution.
6 What resources will be needed to ensure that the project succeeds? The critical path is the action steps. Who will take the action and by what date? While planning, start implementing.
7 The group presentation (PowerPoint) outlines the project outcomes and thereafter each team member completes a personal return on outputs form as a cross-check with personal goals.

HTP-GULL PILOT, ST LUCIA (SRI), 15 JULY 09

Marsha King

Marsha King, Training & Development Manager, Sandals Grande St Lucian, St Lucia:

Display Video

...> 1 Overview of first HTP-GULL programme in St Lucia

...> 2 Using the GULL Diary Format (DF) to gauge progress

...> 3 HTP and team member responses to the DF

...> 4 Using the DF to link with established company culture

...> 5 If sufficiency is not attained in time, BL1 Entry recognition is appropriate

...> 6 Using GULL to maintain the community outreach programme

....

1 Profiles her first HTP-GULL group of 14 participants. The group successfully completed all BL2 elements.
2 The HTP participants used the GULL diary format (DF) during the departmental training and it served as a guide to help them to gauge their own progress. They found the DF invaluable.
3 Both HTP and Sandals team members used the DF equally well but it was even more meaningful to the HTP participants who were more dependent on the DF as a learning vehicle.
4 The DF enabled the HTP participants to examine themselves and explore ways of linking with the established Sandals culture. GULL participation among team members helped with this.
5 If ‘sufficiency’ is not attained in the time, then it would be appropriate to recognize the effort of HTP participants at BL1 Entry, but it is perfectly possible to guide them to BL2.
6 The intention is to maintain the GULL link with our community outreach programme. It gives the participants an opportunity to reflect on the progress and it recognizes their efforts.
7 An HTP participant comments on the learning journey – from no job and sense of despair to a career chance. The training and support linked to the GULL PLS and DF enabled the transition.

HTP participant

An HTP participant comments on the learning journey – from no job and sense of despair to a career chance. The training and support linked to the GULL PLS and DF enabled the transition.

Display Video

EXECUTIVE D MGT MEETING (EDM), MONTEGO BAY, JAMAICA (SRI), 8 JULY 09

Howard Spittle

Howard Spittle, General Manager, Beaches Boscobel, observes: ‘As the action occurs, the learning takes place’ a workplace approach that is ideally suited to the Sandals Group.

Display Video

Marsha Ann Brown

Marsha Ann Brown, Group Director, Sandals Resorts International (SRI) comments on:

Display Video

Philip Cardnell

Philip Cardnell, General Manager, Sandals Montego Bay, comments on the imbalance between ‘qualified’ and ‘experienced’ job applicants: GULL is the best way of recognizing experience. He adds that ‘tangible credit’ that enables team members to demonstrate professionalism at work is a perfect solution to recognizing experienced personnel.

Display Video

Wayne Cummings

Wayne Cummings, Group Director, Business Processes & Administration, SRI comments on the opportunity that GULL affords to facilitate self actualization via personal growth at work. He questions whether he has achieved all that he could and comments on the career choices he has made. He adds that he is ‘sold’ on GULL’s process for professionals.

Display Video

HR TRAINING AND SERVICE STANDARDS (HRT) TEAM MEETING, MONTEGO BAY, JAMAICA (SRI), 7 JULY 09

Andrea Thomas

Andrea Thomas, HR Coordinator, Sandals Resorts International (SRI), comments on the career review process and the importance of being honest with yourself.

Display Video

Heather McDonald

Heather McDonald, Training & Development Manager, Sandals Montego Bay, compares experiences with academic study and GULL’s professional workplace learning. She also comments on GULL’s start point – the personal learning statement and how this exercise helped her to reflect on career choices.

Display Video

O’Brian Heron

O’Brian Heron, Regional Training & Development Manager, Sandals Negril, comments on the changes observed in a GULL group at Sandals Negril.

Display Video

Orlando Stephenson

Orlando Stephenson, Training & Development Manager, Sandals Royal Caribbean, comments on the significant changes observed in one GULL participant at his property.

Display Video

Phillip Brown

Phillip Brown, Group Director, HR Training & Service Standards, SRI comments on the anecdotal evidence that GULL participants feel better about themselves and work differently. He also comments on the sense of achievement that can be derived from the GULL process by integrating learning and working and attaining recognized awards as an outcome.

Display Video

Shirleene Bingham-Armstrong

Shirleene Bingham-Armstrong, HR Coordinator, Sandals Montego Bay, comments on the impact of her learning journey with GULL, starting with the personal learning statement.

Display Video

Sandals Resorts International (SRI): A leadership perspective, April, 2009.

Phillip Brown

Phillip Brown is Group Director, HR Training & Service Standards, Sandals Resorts International (SRI), Jamaica. He is speaking at the SRI HR/training team briefing held at Sandals Montego Bay on 01 April, 2009.

Display Videos

Andrea Thomas

Andrea Thomas is HR Coordinator, HR Training & Service Standards Department and GULL Implementation Coordinator, Sandals Resorts International (SRI), Jamaica. She is speaking at the SRI HR/training team briefing held at Sandals Montego Bay on 01 April, 2009.

Display Videos

Winston Anderson

Winston Anderson is General Manager, Sandals Grande St Lucian Resort & Spa, Castries, St Lucia, Caribbean. He is speaking at the HR/training team briefing held at Sandals Grande St Lucian on 04 April, 2009.

Display Videos

GULL in the community: Discussions with the Deputy Minister, Youth and Sports, Malaysia - 16 January, 2008

Deputy Minister of Youth and Sports, Malaysia

At a meeting in January, 2008 the GULL Asia team explored some key questions with the Deputy Minister: (1) How can GULL assist marginalized teenagers who have few if any qualifications? Malaysia produces many graduates who are unable to find jobs. (2) How might GULL help the Nation to address the ‘soft skills’ gap that currently exists?

Display Videos