In this new age, there is a strong need to update our approaches to learning to meet the demands of our high metabolism culture. And the changes that need to be made are not just cosmetic but systemic and organic in nature.
Learning and development initiatives are no longer aimed at preparing docile, obedient factory workers, but knowledge workers who have to constantly absorb and adjust to new information. Nor the training's goal is to teach people instinctive responses for relatively mindless assembly-line jobs, but to ignite people's full mental and psychological powers for thinking, problem solving, innovating, and learning.
Training in the learning age is characterized by total learner’s involvement, genuine collaboration, variety and diversity in learning methods. The learners must be placed in environments that are positive physically, emotionally and socially and give them an experience of learning by immersion that is as close to the real world as much as possible. People learn best when they are totally and actively involved and take full responsibility for their own learning. Learning is not a spectator sport but a participatory one. Knowledge is not something a learner passively absorbs, but something a learner actively creates. The learning is accelerated in a positive physical, emotional, and social environment, one that is both relaxed and stimulating. A sense of wholeness, safety, interest, and enjoyment is essential for optimizing human learning. Hence the trainings must be more activity-based rather than materials-based or presentations-based.
The mature training firms make this happen by using accelerated learning techniques that are result based, flexible, collaborative, humanistic, multi-sensory and activity-centered. They are committed to integrate the learning and other interventions for the purpose of improving human performance and addressing individual and organizational needs. In order to achieve this, such organizations use a systematic process of analyzing and responding to individual, group, and organizational performance issues. They are focused to create a positive, progressive change within organizations by balancing human, ethical, technological, and operational considerations.
Learning and development initiatives are no longer aimed at preparing docile, obedient factory workers, but knowledge workers who have to constantly absorb and adjust to new information. Nor the training's goal is to teach people instinctive responses for relatively mindless assembly-line jobs, but to ignite people's full mental and psychological powers for thinking, problem solving, innovating, and learning.
Training in the learning age is characterized by total learner’s involvement, genuine collaboration, variety and diversity in learning methods. The learners must be placed in environments that are positive physically, emotionally and socially and give them an experience of learning by immersion that is as close to the real world as much as possible. People learn best when they are totally and actively involved and take full responsibility for their own learning. Learning is not a spectator sport but a participatory one. Knowledge is not something a learner passively absorbs, but something a learner actively creates. The learning is accelerated in a positive physical, emotional, and social environment, one that is both relaxed and stimulating. A sense of wholeness, safety, interest, and enjoyment is essential for optimizing human learning. Hence the trainings must be more activity-based rather than materials-based or presentations-based.
The mature training firms make this happen by using accelerated learning techniques that are result based, flexible, collaborative, humanistic, multi-sensory and activity-centered. They are committed to integrate the learning and other interventions for the purpose of improving human performance and addressing individual and organizational needs. In order to achieve this, such organizations use a systematic process of analyzing and responding to individual, group, and organizational performance issues. They are focused to create a positive, progressive change within organizations by balancing human, ethical, technological, and operational considerations.
No comments:
Post a Comment