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Tip #738: Keep It Moving

On September 10, 2018, Posted by , In learning, By , , With Comments Off on Tip #738: Keep It Moving

“A peer learning group is a wonderful testing ground for new behaviors.” Deborah Spring Laurel

The public library in Waupaca, Wisconsin is going to have a Civil Discussion Series. The purpose is to ‘strengthen community through relationship and understanding.’ It will begin by teaching civil communication techniques. This will prepare the participants to use civil discourse as they discuss the “Hard Topics” that have polarized our country, such as immigration.

This program got me thinking about all of the different types of personality profiles that help people learn how to better communicate with others and to value their differences. DiSC, Meyers-Briggs, Kiersey Temperament Sorter, INSIGHT inventory, Neuro-linguistic Programming, True Colors, The Herrmann Brain Dominance Instrument, and The Big Five … Read the rest

Tip #737: Let’s Get Real!

On September 4, 2018, Posted by , In learning, By , , With Comments Off on Tip #737: Let’s Get Real!

“Authentic learning is the essential setting that education requires to move towards sustainable, meaningful, relevant learning in the 21st century.”  Steve Revington

Authentic learning means real world, learner-centered learning. Audrey Rule of the State University of New York at Oswego considers it learning through applying knowledge in real-life contexts and situations.

Although applied to children in the educational system, as described by F. Newmann, H. Marks and A. Gamoran, I think its precepts are applicable to adults: authentic learning

“Teachers provide opportunities for students to construct their own knowledge through engaging in self-directed inquiry, problem solving, critical thinking, and reflections in real-world contexts. This knowledge construction is heavily influenced by the student’s prior knowledge and experiences, as well as Read the rest

Tip #735:  Prompt Learners to Think

On August 20, 2018, Posted by , In learning, By ,,, , With Comments Off on Tip #735:  Prompt Learners to Think

“Efforts to develop critical thinking falter in practice because too many professors still lecture to passive audiences instead of challenging students to apply what they have learned to new questions.” Derek Bok

I just participated in a webinar with Ray Jimenez titled: Seven Key Questions to Bridge the Gap Between Learning and Application. His basic premise is that work is never static; it is situational. For this reason, he believes that teaching participants how to follow the steps to a process, for example, will not be helpful if there are barriers in the way. Participants need to work through real situations using trial and error, or what he terms “successive approximation,” to find solutions.

Jimenez offers four steps in the … Read the rest

Tip #732: Two Techniques to Change Ingrained Habits

On July 30, 2018, Posted by , In learning, By ,,, , With Comments Off on Tip #732: Two Techniques to Change Ingrained Habits

“Motivation is what gets you started. Habit is what keeps you going.” Jim Ryun

Joel Constable, the Director of Talent Management at Intuit, has written a fascinating article for the Harvard Business Review on “Two Techniques for Helping Employees Change Ingrained Habits.”

https://hbr.org/2018/03/two-techniques-for-helping-employees-change-ingrained-habits

He cites research by psychologists Gabrielle Oettingen and Peter Gollwitzer that found that doing two things significantly increases the likelihood of goal achievement in virtually every context.

I’ve combined a number of his statements in the following two paragraphs.

“The first step is considering your ideal future state and the obstacles you expect to face on the way to achieving that state. Oettingen calls this exercise mental contrasting and has found that it increases the likelihood that … Read the rest

Tip #730: MUCH Better Evaluation Questions

On July 16, 2018, Posted by , In learning, By , , With Comments Off on Tip #730: MUCH Better Evaluation Questions

“Information useful to training professionals typically relates to Levels 1 and 2. You want to ensure that the training resulted in learning, and ultimately, that participants are ready to perform on the job. “ James D. Kirkpatrick

For years I have asked the same questions for participants to rate Kirkpatrick’s Level One- Reaction:

Personal Significance of Workshop

  1. Of the ideas, concepts and/ or techniques covered, which do you consider to be of the most use to you?
  2. List one or two ways in which you can apply something learned during this training experience to your current situation.

Quality of Presentation

  1. Please comment on the method of facilitation (i.e. use of audio visuals; mix of lecture, group and individual work; sufficiency
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Tip #729: Learning How to Learn in an Organization

On July 9, 2018, Posted by , In learning, By ,,,,, , With Comments Off on Tip #729: Learning How to Learn in an Organization

“The illiterate of the future are not those who cannot read or write, but those who cannot learn, unlearn, and relearn.” Alvin Toffler

According to Willie Pietersen in his article, Learning How to Learn, “in an increasingly turbulent world, the crucial life-sustaining competency is learning how to win at learning.” He offers five precepts “proven to be powerful drivers of organizational learning.” [Note: All of the following is drawn from his article]. https://www.td.org/insights/learning-how-to-learn

  1. Define What to Learn. To be strategic, organizational leaders must direct intellectual resources toward the right goals through a process of guided learning. By far the most advantageous learning is outside-in. Research done by the Anglo-Dutch consumer products giant Unilever concluded that customer centricity, not operational
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