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