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from training to learning

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from training to learning

While social learning could also be one the at present sizzling new traits within the training and training fields, we’ve got recognized for some time “why tried-and-true training methods don’t work anymore”, as mentioned by Brigitte Jordan (1937-2016) within the mid-1990’s whereas working on the Institute for Research on Learning. Here are the highlights — From Training to Learning in the New Economy.

Based on the concept that training consists of the switch of authoritative information from professional teacher to novice learner, it capitalized on the notion that information may be packaged into models, modules and lectures, and delivered in standardized trend to “the work force”.

Conventional training departments are arrange to “cascade” training modules all through the corporate however are, by and huge, not ready to help massive numbers of staff with the extremely individualized profession preparation many forward-looking staff now want.

Whatever learning wants to occur for getting work carried out on the entrance line — on manufacturing flooring, in gross sales, or in customer support —  usually is just not generated, and even acknowledged as wanted, by the training organizations.

We want to shift from an emphasis on training and all that suggests, to an emphasis on learning (and all that implies).

  1. Learning is inherent in human nature
  2. Learning is essentially social
  3. Learning shapes id
  4. Informal learning is essential within the office

In a basic approach, all work is about learning: it’s about learning to slot in and to collaborate, about learning to take initiative when acceptable, it’s about actually understanding clients, about buying intimate information of the services and products the corporate sells and the way they will match into clients’ lives.

If it’s true that we’d like to erase the excellence between learning and work, whether it is true that learning is figure and work is learning, then our most difficult query turns into: how can we assemble and manage work environments in such a approach that they help the sorts of learning which are helpful and productive for workers, for work teams and for corporations.

We have discovered no simple recipe, no common set of prescriptions for doing that. What we have collected is a motley set of insights, of pragmatic maxims and design suggestions that function reminders of what the necessary points and pitfalls are in this type of endeavor.

  • View learning as work and work as learning.
  • Foster a view of data as socially constructed relatively than “transferred”.
  • Recognize and worth casual communities of observe
  • Foster peer-to-peer learning and co-construction of data.
  • Consider the place person-to-person modeling and peer-learning are extra highly effective
  • Identify and promote native specialists so assistance is extra simply discovered when wanted.
  • Foster lateral communication between people and peer teams.

I got here throughout this paper a few years in the past and it continues to inform my own practice. Jordan’s insights have aged very properly.

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