learning & training notes

Learning and Training Notes

Learning and Training Notes

Compilation of thoughts on communication, training and

learning

Challenges to training and learning

Slow, little, or no learning at all

Observed in the classroom and corporate world as a classroom professor and

corporate officer

Going back to the basic

What is learning/training?

Learning

Training

It is the same as a communication process

SR - Stimulus Response

The process involves the transfer of a learning content to

the learner

Read, understand, reflect, act, apply, and check

Change in the learner

The learner has a response – to retain what has been taught and

apply

Our rejoinder to corporate learners

From Peter Senge – Fifth Discipline

What is the fifth discipline?

Shared learning

What need to be changed to have shared learning?

• Mental models

• Systemic thinking

• Personal mastery

Mental Models

Systemic Thinking

Personal Mastery

Preconditions to learning

There is no learning when your cup is full / overflowing

FAR• Focus

• Attention

• Reverence

The learner must approach learning with open mind -

sunnao

Motivation of the learner – how strong is the desire to

learn?

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

The desire to learn must be as strong as the desire to earn

You only learn what you teach yourself

The “Million Dollar Baby”

“The only voice you will hear is my voice”

The instructor can only do so much; the rest depends on the

learner

The Eastern Model – the guru apprentice relationship

Pedagogy vs Andragogy

Pedagogy

Adult learning

Andragogy

Instructors as facilitators

“I listen and I forget, I see and I remember, I experience and I

understand” – Old Chinese saying

Effectiveness of teaching methodologies

• Lectures - least

• Audio visual presentation – medium

• Experiential ; learning by doing/participative - most

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

Value of assessment

What gets measured gets done (is learned)

Learning objectives and assessment

Tests, evaluations, interviews, follow - ups

You can not change the world if you can not change the

learner

Are you good?

• Trainor / instructor / facilitator

• Learner/apprentice?

Thank You!

By:

Prof. Jorge U. Saguinsin