learning and training notes
DESCRIPTION
These are notes on the learning and training process as experienced by the author in the corporate setting, and in the classroom. He has taught in the graduate school of business for more than 10 years, and recruiting and training staff and officers for more than 30 years.TRANSCRIPT
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Learning and Training Notes
Compilation of thoughts on communication, training and learning
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Challenges to training and learning
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Slow, little, or no learning at all
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Observed in the classroom and corporate world as a classroom professor and corporate officer
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Going back to the basic
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What is learning/training?
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It is the same as a communication process
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SR - Stimulus --Response
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The process involves the transfer of a learning content to the learner
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The learner has a response – to retain what has been taught and apply
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Our rejoinder to corporate learners
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Read, understand, reflect, act, apply, and check
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Change in the learner
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From Peter Senge – Fifth Discipline
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What is the fifth discipline?
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Shared learning
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What need to be changed to have shared learning?
• Mental models
• Systemic thinking
• Personal mastery
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Preconditions to learning
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FAR• Focus
• Attention
• Reverence
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There is no learning when your cup is full/overflowing
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The learner must approach learning with open mind - sunnao
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Motivation of the learner – how strong is the desire to learn?
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Why do you need to learn more?
• To be promoted in a job• To be competitive• To be the best you can be• To learn a new skill• To increase your market value• So that you will not be disciplined very often• To get certification/diploma
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The desire to learn must be as strong as the desire to learn
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You only learn what you teach yourself
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The instructor can only do so much; the rest depends on the learner
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The Eastern Model – the guru apprentice relationship
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The “Million Dollar Baby”
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“The only voice you will hear is my voice”
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Adult learning
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Pedagogy vs adrogyny
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Instructors as facilitators
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“I listen and I forget, I see and I remember, I experience and I understand” – Old Chinese saying
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Effectiveness of teaching methodologies
• Lectures - least
• Audio visual presentation – medium
• Experiential ; learning by doing/participative - most
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Old dictum to trainors
• Tell them what is to be done• Explain how is to done• Show them how to do it• Let them do it• Correct them how they did it
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Value of assessment
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What gets measured gets done (is learned)
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Learning objectives and assessment
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Tests, evaluations, interviews, follow - ups
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You can not change the world if you can not change the learner
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Are you good?• Trainor/instructor/facilitato
• Learner/apprentice?