Learning Purposefully … in the Enterprise

Versus UnPurposefully Learning

Which is simply Whatever, Whenever, However … because it really doesn’t matter.

Does it?

Learning for the sake of Learning. Expensive. Not necessarily Effective … not necessarily Efficient. But one can always hope for Happenstance Learning. Serendipity Learning.

Learning By Chance.

Not … Learning By Design.

Purposeful Learning 

Is targeted at current state Performance Competence Requirements … and/or at a future state set of Requirements.

Learning By Design.

When We Talk About Informal Learning

Informal Learning exists on some scale – from Totally Informal to Totally Formal.

In my view … Totally Informal is not even named. It is totally unknown. We begin down the path of formality just by naming it.

In the Enterprise … if management wishes to address any of the Totally Informal Learning … that happens whether one likes it or not … it can do so … address and support Informal Learning … with infrastructure and policy … and practice.

Practices practiced  … starting at the top and reinforced … as if a Sales Campaign with a lot of attention and huge prizes!!!

Building From Awareness to Knowledge to Skill to Performance Competence

Building Blocks of Performance Competence

You Can Build Awareness

…using many formal and informal means … but minimally there has to be some thought and effort … and some channel or channels selected for an initial launch to create some targeted Awareness. Purposefully.

Posters and Posts. Articles and Video clips. Books and Presentations. Demonstrations and Examples. Experts and Coaches identified. All will do.

You Can Build Knowledge

…using many formal and informal means … but minimally there has to be some thought and effort … and some channel or channels selected for an initial launch to create some targeted Awareness and then Knowledge. Purposefully.

Posters and Posts. Articles and Video clips. Books and Presentations. Demonstrations and Examples. Experts and Coaches identified. All will do.

Slide1

You Can Build Skill

…using many formal and informal means … but minimally there has to be some thought and effort … and some channel or channels selected for an initial launch to create some targeted Awareness and then Knowledge and then Skill. Purposefully.

But Posters and Posts, Articles and Video clips, Demonstrations and Examples – aren’t enough for most people. These won’t do.

Yes, some people can take it from there … and apply what they read or saw … or heard. But that won’t be enough for most if the Performance is complex … and … of consequence.

Most will need more for learning Performance that is complex … and … of consequence. Most will need Practice and Feedback.

Unless we are talking about Mickey Mouse performance … the small, inconsequential tasks and outputs … that are the majority of most jobs’ makeup.

You Can Build Performance Competence

But Posters and Posts, Articles and Video clips, Demonstrations and Examples – aren’t enough for most people. These won’t do.

Again, Practice with Feedback is needed. With an Incremental Build – By Design.

Building Performance Competence

This won’t happen on the job … informally.

Formality … of some level … will need to be applied.

Practice and Feedback

Practice … the right application in the first place … with reinforcing or corrective Feedback that shapes the application of awareness and knowledge necessary to truly developing insight and ability of a skill further and further each time … the ability to do – to apply … in one or many, varied situations … authentic situations … time and again.

That is – if it’s worth it to take the Learning to THAT level.

Building Performance Competence Blocks

Returns for the Investments

Because of the Rs for the Is. The Returns for the Investments.

The Rewards Achieved and the Risks Avoided.

Or however your models and metrics view all of that.

Interpersonal Skills Simulation Set Up Example

As … working in non-interpersonal skills Simulations … are something else … much simpler.

Here is an example of how I organize people in APPOs – Application Exercises – one type of Instructional Activity in my ISD Design Thinking.

Interpersonal Skills Simulation Overview

Lesson Maps

Here is a Lesson Map … upstream in the ISD process that I use … that shows where the APPOs fit in the design scheme. Although they are spec’d out before the DEMOs or INFOs are specified. 

LM TMC 1

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