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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.
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Learning and Training Notes
Compilation of thoughts on communication, training and learning
Challenges to training and learning
Slow, little, or no learning at all
Observed in the classroom and corporate world as a classroom professor and corporate officer
Going back to the basic
What is learning/training?
It is the same as a communication process
SR - Stimulus --Response
The process involves the transfer of a learning content to the learner
The learner has a response – to retain what has been taught and apply
Our rejoinder to corporate learners
Read, understand, reflect, act, apply, and check
Change in the learner
From Peter Senge – Fifth Discipline
What is the fifth discipline?
Shared learning
What need to be changed to have shared learning?
• Mental models
• Systemic thinking
• Personal mastery
Preconditions to learning
FAR• Focus
• Attention
• Reverence
There is no learning when your cup is full/overflowing
The learner must approach learning with open mind - sunnao
Motivation of the learner – how strong is the desire to learn?
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
The desire to learn must be as strong as the desire to learn
You only learn what you teach yourself
The instructor can only do so much; the rest depends on the learner
The Eastern Model – the guru apprentice relationship
The “Million Dollar Baby”
“The only voice you will hear is my voice”
Adult learning
Pedagogy vs adrogyny
Instructors as facilitators
“I listen and I forget, I see and I remember, I experience and I understand” – Old Chinese saying
Effectiveness of teaching methodologies
• Lectures - least
• Audio visual presentation – medium
• Experiential ; learning by doing/participative - most
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
Value of assessment
What gets measured gets done (is learned)
Learning objectives and assessment
Tests, evaluations, interviews, follow - ups
You can not change the world if you can not change the learner
Are you good?• Trainor/instructor/facilitato
• Learner/apprentice?