Академический Документы
Профессиональный Документы
Культура Документы
skillcity.co
Research into learning has been going on for more than a hundred years. There are many theories about the nature of learning and how people learn best. In one authors words: There are more theories on learning than hair on a horse! Although it is not necessary for learners to be aware of all these theories, as trainers we can often use the findings of such research to design and deliver more effective training programmes. Here are a few of the more useful theories and approaches for corporate trainers: Classical Conditioning Theory (Pavlov-Skinner) Kolbs Experiential Learning Theory Four Stages of Learning Blooms Taxonomy original and revised Sensory Learning Preferences (SLP, based on NLP) VARK learning styles (Neil Fleming) Multiple Intelligences (Howard Gardner)
2014 SkillCity
2014 SkillCity
Apply
Do
Learn
Review
2014 SkillCity
For learning to be effective, all four approaches must be incorporated. As individuals attempt to use all four approaches, however, they tend to develop strengths in one experience-grasping approach and one experience-transforming approach. The resulting learning styles are combinations of the individuals preferred approaches. The four learning styles are as follows: 1. Converger 2. Diverger 3. Assimilator 4. Accommodator
Convergers are characterised by abstract conceptualisation and active experimentation. They are good at making practical applications of ideas and using deductive reasoning to solve problems.
2014 SkillCity
Divergers tend toward concrete experience and reflective observation. They are imaginative and are good at coming up with ideas and seeing things from different perspectives. Assimilators are characterised by abstract conceptualization and reflective observation. They are capable of creating theoretical models by means of inductive reasoning. Accommodators use concrete experience and active experimentation. They are good at actively engaging with the world and actually doing things instead of merely reading about and studying them.
Kolbs model gave rise to the Learning Style Inventory (LSI), an assessment method used to determine an individuals learning style. An individual may exhibit a preference for one of the four styles Accommodating, Converging, Diverging and Assimilating - depending on their approach to learning via the experiential learning theory model. Currently, version 4 of Kolb LSI is available with Hays.
2014 SkillCity
Just like Kolb LSI, Honey & Mumfords LSI is also popular. You can access 80-item questionnaire from their website.
2014 SkillCity
2 Conscious incompetence
Though the individual does not understand or know how to do something, he or she does recognise the deficit, as well as the value of a new skill in addressing the deficit. The making of mistakes can be integral to the learning process at this stage.
3 Conscious competence
The individual understands or knows how to do something. However, demonstrating the skill or knowledge requires concentration. It may be broken down into steps, and there is heavy conscious involvement in executing the new skill.
4 Unconscious competence
The individual has had so much practice with a skill that it has become second nature and can be performed easily. As a result, the skill can be performed while executing another task. The individual may be able to teach it to others, depending upon how and when it was learned.
2014 SkillCity
Here is a simple formulation of the four stages of learning that is often used by trainers and educators.
2014 SkillCity
Blooms Taxonomy
Useful in: How people learn stage by stage. Complex. Full spectrum of learning
In 1956, Benjamin Bloom headed a group of educational psychologists who developed a classification of levels of intellectual behaviour important in learning. Bloom found that over 95% of the test questions students encounter require them to think only at the lowest possible level the recall of information. Bloom identified six levels within the cognitive domain, from the simple recall or recognition of facts, as the lowest level, through increasingly more complex and abstract mental levels, to the highest order, which is classified as evaluation. Learning doesnt have to go through all these stages; but true, longterm learning is the learning that has moved right through the hierarchy.
Knowledge being exposed to information, facts, skills, etc. This might be through reading a manual, attending a lecture. Comprehension being asked about the information, facts, etc. This might be through an exam or informal questioning. Application applying the knowledge acquired to the real world and workplace. Analysis analysing how the knowledge was used and its outcomes. Synthesis building on the knowledge acquired to develop new skills and ideas about the same subject. Evaluation assessing how successfully the knowledge has been acquired. Deciding which areas need to be improved.
2014 SkillCity
10
Verb examples that represent outcomes at each level are listed here:
Knowledge arrange, define, duplicate, label, list, memorise, name, order, recognise, relate, recall, repeat, reproduce, state. Comprehension classify, describe, discuss, explain, express, identify, indicate, locate, recognise, report, restate, review, select, translate, Application apply, choose, demonstrate, dramatise, employ, illustrate, interpret, operate, practice, schedule, sketch, solve, use, write. Analysis analyse, appraise, calculate, categorise, compare, contrast, criticise, differentiate, discriminate, distinguish, examine, experiment, question, test. Synthesis arrange, assemble, collect, compose, construct, create, design, develop, formulate, manage, organise, plan, prepare, propose, set up, write. Evaluation appraise, argue, assess, attach, choose, compare, defend, estimate, judge, predict, rate, core, select, support, value, evaluate.
The word list above can help you in writing learning outcomes. Use a phrase like this: After the end of this task, learners will be able to (insert verb)
2014 SkillCity
11
The new terms are defined as: 1. Remembering Retrieving, recognizing, and recalling relevant knowledge from long-term memory. 2. Understanding Constructing meaning from oral, written, and graphic messages through interpreting, exemplifying, classifying, summarizing, inferring, comparing, and explaining. 3. Applying Carrying out or using a procedure through executing, or implementing. 4. Analysing Breaking material into constituent parts, determining how the parts relate to one another and to an overall structure or purpose through differentiating, organizing, and attributing. 5. Evaluating Making judgments based on criteria and standards through checking and critiquing. 6. Creating Putting elements together to form a coherent or functional whole; reorganizing elements into a new pattern or structure through generating, planning, or producing.
2014 SkillCity
12
New version
Remembering
Understanding
Old version
Knowledge
Comprehension
2014 SkillCity
13
2014 SkillCity
14
Influence Environment
Visual Likes attractive surroundings and orderliness Likes pictures, diagrams, colours Takes notes, mind maps, plans or flow charts Stares around, looks out of window
Auditory Distracted by external noise Dislikes long descriptions, not interested in pictures Needs verbal repetition from self and others Talks
Kinesthetic Needs space to move about Not very interested in reading Remembers activity, likes hands-on learning Gestures and fidgets
Data collection
Sometimes it is easy to spot a particular learners sensory learning preference. Someone who memorises dates, vocabulary and facts by repeating them aloud to herself is likely to be an auditory learner. A learner who is keen to move around and do things in the training room is probably kinesthetic. A typical visual learner demands to see new information written down, e.g. on the whiteboard or a handout.
Questions
Which sense you prefer? How can we make sure we accommodate all sensory learning preferences in the training course?
2014 SkillCity
15
Learning
preferences
Visual
Auditory
Read/Write
Kinesthe<c
15% 30%
24%
31%
2014 SkillCity
16
Visual Learners
Learn best by seeing. Graphic displays such as charts, diagrams, illustrations, handouts and videos are helpful learning tools. You prefer visual rather than written form. If you think you might be a visual learner, you may answer the following with a yes: Do you have to see information in order to remember it? Do you pay close attention to body language? Are art, beauty, and aesthetics important to you? Does visualising information in your mind help you remember it better?
2014 SkillCity
17
Do you take a lot of notes during class and while reading your books? Do you enjoy making lists, reading definitions and creating PowerPoint presentations? Do you prefer it when teachers make use of overheads and handouts?
2014 SkillCity
18
Multiple Intelligences
Useful in: How people learn differently. Eight intelligences. Designing materials
In 1983 book, Frames of Mind, Howard Gardner of Harvard asserts there is not just one intelligence (IQ) but that there are at least eight intelligences that can be used to describe our individual learning style.
Description Words and language, explanation of ideas and information via language Logical thinking, analyse problems, perform mathematical calculations, handle chains of reasoning,
Preferred style clues Activities that involve listening, impromptu or formal speaking, reading Activities that involve numeric sequences, calculation, problem solving
LogicalMathematical
2014 SkillCity
19
recognise patterns and order Musical Musical ability, appreciation and use of sound; sensitive to pitch, melody, rhythm and tone Body movement control, physical alertness and balance; eye and body coordination Visual and spatial perception; visual images; pictorial imagination and expression Perception of other peoples feelings; interpretation of behaviour & communications Self-awareness, the capability to understand oneself, ones relationship to others and the world Environmentalist, connected to the details in nature Activities that involve audio tape, music, environmental sounds, rhythmic patterns
BodilyKinesthetic
Spatial-Visual
Activities that involve, pictures, shapes, images, color schemes, active imagination Activities that involve human contact, group projects, collaboration skills
Interpersonal
Intrapersonal
Activities that involve emotional processing, thinking strategies, concentration skills Activities that involve bringing the outdoors into the class, relating to the natural world, observing wildlife
Naturalist
2014 SkillCity
20
The implication of the theory is that learning/training focus on the particular intelligences of each person. For example, if an individual has strong spatial or musical intelligences, they should be encouraged to develop these abilities.
Gardner: This is work-in-progress. Three more: Existential (or Metaphysical), Moral and Spiritual intelligences, are being considered by Gardner as the next in line.
2014 SkillCity
21
2014 SkillCity
22
Kess van der Heijden, Ron Bradfield, George Burt, George Cairns and George Wright (2002) The Sixth Sense: Accelerating organisational learning with scenarios. Honey & Mumford (1992) The Manual of Learning Styles. UK.
Journals
Training Journal Training and Development Management Learning
Training Video
Ten Training Tips by John Townsend, Video Arts 2001
2014 SkillCity
23
24
Taught pioneering courses at MBA level in premier business schools like IBA Karachi, CBM, Dow and Szabist Last job: Country Director Management Development Services, British Council Pakistan during 2001-2008 Formerly member of UKs Institute of Directors, Chartered Management Institute, Chartered Institute of Personnel & Development, and American Management Association
2014 SkillCity
25
About SkillCity
Are you a fast-growing company looking for a learning solution that prepares your people to achieve world-class performance? And become a truly global player? Let SkillCity assist you. Skill City is a new-generation learning and coaching firm, providing answers to complex workplace issues facing the Asian leaders. Using up-to-the-minute research and best practice available, we bring you the insights, perspectives and tools you need to make your managers and organisations achieve world-class performance and become a truly global player.
2014 SkillCity
26
Wali leads Train the Trainer across Asia in more than 16 locations
Wali leads Train the Future Trainer twice a year for them
2014 SkillCity
27