“Learning from failure is a very intuitive and compelling idea that’s been around for ages, but teachers may not know how to use it.” Manu Kapur
Professor Manu Kapur is currently a Professor of Psychological Studies at The Hong Kong Institute of Education and the former head of the Learning Sciences Lab at the National Institute of Education of Singapore. He has pioneered the idea of productive failure, which is “a learning design that entails the design of conditions for learners to persist in generating and exploring representations and solution methods for solving complex, novel problems.”
Dr. Nido Qubein, the President of High Point University, explains that we learn by doing and when we learn something new, such … Read the rest
“I did then what I knew how to do. Now that I know better, I do better.” Maya Angelou
This Tip is not so much about rethinking Bloom’s Taxonomy but instead realizing that my understanding (and therefore explanation) of the difference between Bloom’s cognitive levels of Analysis and Evaluation had become muddled.
It took a scientist in a Dubai train the trainer program to point out that they can be very easily distinguished from each other:
“Analysis” requires viewing a topic or situation from a variety of perspectives.
“Evaluation” requires applying criteria to make a judgment.
This clarification occurred following a discussion of a case study.
The case study involved the following scenario:
The trainer went through the participant … Read the rest
Pictures help you to form the mental mold…” Robert Collier
Not being particularly artistic myself, I have never used infographics in training. However, I have just been shown how wonderfully effective an infographic can be.
See what you think about this one of Bloom’s revised Taxonomy with verbs, by Mia MacMeekin:
Isn’t it wonderful? She has many other infographics that you might find appealing and useful in your own work at her website: An Ethical Island- How to Teach Without a Lecture and other fun: https://anethical island.wordpress.com.
You can see the original infographic at: https://anethicalisland.wordpress.com/2014/06/05/blooms-revised-taxonomy-with-verbs
Please let me know what you think!
May your learning be sweet- and colorful!
Deborah… Read the rest
“If I had eight hours to chop down a tree, I’d spend six sharpening my ax.” Abraham Lincoln
According to the Mastery Teaching Model designed by Dr. Madeline Hunter of UCLA, trainers make three decisions: (1) what content will be taught, (2) what the learners will do to learn and demonstrate their learning, and (3) what the trainer will do to create a positive and motivational learning environment.
The number six occurs during each of these decisions.
Within the content decision:
- There are six basic steps in the design of a lesson plan for a training program:
(1) conduct a needs assessment to determine if training is needed and, if so, what needs to be covered and who needs to … Read the rest
“It’s your aptitude, not just your attitude that determines your ultimate altitude.” Zig Ziglar
When working with the Cognitive Domain, some learning activities are more appropriate for achieving some of the six learning levels. This is also true for the Affective Domain:
A learning activity enables the learner to learn and/or demonstrate the learning that has occurred. Different learning activities are appropriate for different learning levels:
|1. Receive:||(activities that create awareness of a new value)|
|panel||DVD or pictures||e-learning|
|For example: A panel of people who share personal stories about their poor treatment because of certain attitudes. Prior to participating in the panel, these individuals participate in table group activities, building relationships with other|
“No one can remember more than three points.” Philip Crosby
It may seem surprising, but the number three plays a significant role in curriculum design in both theory and practice. Following the principles outlined in the eight triads below will significantly improve the likelihood that the training you design will effectively achieve the desired learning results.
a. Needs Assessment
Curriculum design begins with finding the answers to three key questions that will help determine whether training is the right solution to the identified problem:
1. Who is the target audience?
2. Why is there a need for this specific training?
3. What should the learners know or do differently when they leave the training?
Answers to these key curriculum design … Read the rest