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Tag Archives: Learning



In this 'Thoughts on Leadership' video, Paul Bridle talks about how people can be taught leadership but it is down to individual leaders to take ownership of their learning.


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The concept of 70:20:10 has relatively quickly worked its way into the firmament of learning and development practice.

From humble beginnings as a somewhat niche way of looking at how learning and development support business, 70:20:10 is now incorporated into the CIPD’s professional map and regularly referenced at industry conferences.

It’s not going away anytime soon.

This research report by GoodPractice begins with an introduction to the 70:20:10 framework for learning and development, and takes you through how the concept can be developed and what is needed to turn the concept into reality.

70-20-10 LEARNING STRATEGY REPORT


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Technology is ubiquitous, but it should enhance, not supplant workplace development efforts. Is your workplace future-ready to create the experiences necessary to spark learning?

Each generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it. ~ George Orwell

Education psychologist Dr. Robert Mayer once said, “Learning is a relatively permanent change in a person’s knowledge or behaviour due to experience.” For instance, do you remember how to ride a bicycle? If you learned, probably so. But experience not only fuels and fortifies knowledge and behaviour change; it also impacts how long those things last.

Research has found that humans begin learning even before birth, and this process naturally continues throughout life. The media spin on how people learn fluctuates. However, the classic learning theories — behaviourism, cognitivism and constructivism — these endure and remain relevant even in an era where computing power is de jour.

While people may process information differently, the truth is the brain is wired and neurons fire the same now as 50 years ago. The laws of learning and memory are still germane today irrespective of the generational cohort. This begs the question: Is the workplace future-ready to create the experiences necessary to spark learning?

According to the Bureau of Labour Statistics, by 2024 the U.S. labour force is projected to reach 163.8 million. The internet and media are brimming with information on generational cohorts. Today there are largely three generational cohorts that make up the workforce: baby boomers, Generation X and millennials. (more…)


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In this video, Paul Bridle talks about his the framework he uses to empower staff through delegation.

 

 


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Wikipedia defines experiential learning as: ‘the process of learning through experience’’ and more specifically, ‘’learning through reflection of doing.’’

We’ve all been there. Sat in a meeting room for training. Listening to an uninspiring middle manager pointing at his slide show and handing out terribly photocopied pages of century-old textbooks. The same thing happens to most of us. Our brain switches off, our thoughts wander to what we’d like for dinner that evening, or how many ceiling tiles there are. And so, the expensive training course is quickly forgotten.

Now I’m not saying that we should throw out every textbook. They have their place. Just like the slide shows and the ceiling tiles. They’ve got a job and they will do it. But we can show you another form of learning that will inspire and awaken your team. There will be no daydreaming here. We want every participant to leave not only wondering what’s for dinner that night, with no idea how many ceiling tiles there are… but with the organic outcomes whirring round in their mind from the activities in which they just partook. Experiential learning is the way forward. 

Confucius said, ”I hear and I forget, I see and I remember, I do and I understand.”

So why does it work so well?

IT'S REAL! Reading from a textbook, or watching someone else point to a blurry enlarged version, just doesn’t feel very ‘real’. Experiential learning takes subjects, data and concepts, and turn them into real life, hands-on, get out of your chair activities. With real-life results.

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In this 'Thoughts on Leadership' video, Paul Bridle talks about the willingness to learn and how important it is to understand if you people just 'need to know things' or have a genuine desire to learn.

 


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This Experiential Learning Styles Questionnaire will help you reflect on how you learn.

We all have different ways of learning which relate to our personality, background and occupation. Each learning style is effective in some situations. Your personal learning style profile will help you understand yourself a little better.

We all have different ways of learning which relate to our personality, background and occupation. Each learning style is effective in some situations. Your personal learning style profile will help you understand yourself a little better.

Each learning style is effective in some situations. Your personal learning style profile will help you understand yourself a little better.

This questionnaire can be used as an individual exercise or used as part of a wider team development activity.

HOW WE LEARN FROM OUR EXPERIENCES


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