New
framework and criteria for delivering maximum impact on training and
development programs
What is
wrong with traditional training and development programs. I believe the
following is so true:
·
Focus too much in transferring knowledge
·
Training are often not action oriented
·
Often out of touch with the real world of business
·
Case studies are not real life
·
Most programs are rigid
·
Traditional classroom training are boring
My Core Beliefs and
approaches to learning
·
Learning
is a process, not an event
·
Learning
should address impact
·
Learning
occurs through individual insight
·
Work
learning is life learning
·
Multiple-methods
to meet multiple- needs
My best learning
methods The LAT approach
·
Discovery
learning- Bring the learner to the knowledge not the knowledge to the learner
·
Behavioural
feedback and modeling- Honest and reliable feedback
·
Experiential
learning
·
Stories
·
Application-based
learning
·
Coaching
·
Learning
transfer technology: Stop; Maintain and initiate
LAT
approach
|
Learn
|
Apply
|
Teach
others: You learn by teaching others
|
Focus
|
Knowledge
Understanding
|
Information
Discrete
skill
|
Insight
Versatility
Reflection
|
Delivery
Timeframe
|
Extended;
many years
|
Compact:
days or weeks
|
Tied
to job/career timeframe; usually months
|
Outcomes
|
Broad
knowledge expansion
|
Specific
learning outcomes
|
Performance
outcomes
Competency
development
Behaviour
change
|
Process
focus
|
Open-ended
exploration
|
Event
|
Sequence
of activities to a specific development plan
|
Benefits
|
Career
options
|
Improved
action
Immediately
observable
|
Improved
job performance
Observable
over time
|
Purpose
|
YOU
|
GROWTH
|
MULTIPLICATION
|
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