Monthly Archives: January 2013

Work-based learning

Niklas Angmyr’s (@Nilkas_Angmyr) model of Competence – Ability – Performance is interesting by itself and also in relation to my Multi-layer Learning. (His model is described in detail in Swedish on Niklas’ blog Below is my expanded version of his model.

Some key notions or starting points of mine; Knowledge cannot be stored. It’s more of a cracked pot that needs continuous watering for the plant of competence to grow. Competence is seen as knowing how to put one’s knowledge into fruition and Ability is to actually DO something with the knowledge and Performance is when you analyze the result.

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Multi-layer learning

This post follows the previous “How to make sure you don’t waste valuable time”.

We want to stop wasting the valuable time when we’re in a classroom by relocating all theory to a prelearning part of the program. In theory, no pun intended, this would leave the most expensive form of learning to focus on hands-on, tinkering with real machines and experimenting one one’s own.

So, how do we assure this isn’t just creating information dumps on each side of the smoking hot classroom?

First of all, it all has to be in the form of a clearly defined learning program. Everyone should know the path from “zero to hero”, what’s required of them in each step of the way and, lastly, how it’s all connected. Second, all content must be delivered in its own optimal way. There’s not a “one-size fits all”-solution, but more “This content should be a video, this should be in a PDF, this should be in both a webinar and an e-learning module and THIS…” etc. Third, this has to be allowed to take time. Learning isn’t a one-time-event and never will be. There’s not a magic pill that will ingest knowledge to the swallower. However, to sell this fact to the managers we need to make it clear for everyone involved that… Continue reading

How to make sure you don’t waste valuable time

Now, where could I find a bit more time to waste?

At my company the classic learning approach has been to have learners travel the globe to take 3-5 days courses in “how to repair this machine”. In some cases we’ve shipped the equipment and our instructor instead but the fact is that every bit of learning (or teaching) has been instructor lead and on-location.

Two things have happened the last 6 months that has gotten us to rethink this whole approach. The first eye-opener was that, after some analyzing of the numbers, we realized that the only reason we’ve gotten by as long as we have is that our customer stock – other companies within the group – haven’t asked for, or ordered, as much courses as they’re paying for beforehand. If that would happen, we saw with dread, we’d have to conduct five times as many courses as today. Since we’re barely making things work as is, that just wouldn’t work. Not to mention the fact that we don’t have five times as many classrooms or available training equipment.

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