For the last couple of years I’ve been researching how to improve my own department’s training offer to get more result and end-performance out of our participants. In this quest for learning on learning I’ve come across a multitude of ideas and theories that sometimes contradict each other but mostly actually agree with one another. I interpret this as serendipity, i.e. that they look alike since they’re close to reality, and have now done a comparison of four of the ones with the best end-results:
- Holistic Learning – Making sure everything you want to learn is connected, with an emphasis on creating mental models
- The Circle model – A way of increasing reading comprehension by writing, with an emphasis on learning from each other
- Peer Instruction – Utilizing your peers in class to increase the assimilation of new knowledge, with an emphasis on making sense of instead of transferring information as a focus in class and on lectures
- Story Centered Curriculum – Building courses as realistic stories with all assignments and tasks building upon the previous ones, with an emphasis in letting the students do the reading and fact finding with teachers set only as facilitators.
If you haven’t watched the above video you’re in for a treat. An earth shaking one at that. Eric Mazur came to the conclusion that his lecturing didn’t increase the understanding of his students and thus removed lecturing and in-front-of-class-problem-solving. He transformed his classes using Peer Instruction which utilizes the class mates to help each other understand the subject. Continue reading
Learning is about performance. However, performance is not about learning necessarily.
A couple of months ago I published the post Work-based learning (based on work by Niklas Angmyr and Charles Jennings‘ “Re-thinking workplace learning“) and the time has now come to update the model presented and take it to the next level. In short the change can be attributed to:
Beneficial knowledge is nice to have but
beneficial behavior is what gets you results
Let’s start at the top left. The classic L&D sector is the blue box of competence building activities. Here I’d suggest one would place activities described in the post Multi-Layer Learning, i.e. not only formal ones like classroom training but also informal stuff like communities, role-modeling and databases. And yes, by saying that the top blue box is the classic L&D sector I also say that L&D often doesn’t do anything else of what’s shown in the model above. This model is more applicable for a department working as a Knowledge and Performance Partner than that of a Learning and Development department.