To support the development of adult learners there are a six 'scales' or preferences. helping to move learners from:Dependency to autonomy Ignorance to insight Using shallow abilities to deep abilities Selfishness to altruism A need for certainty to a tolerance of ambiguitySource: Malcolm Knowles … [Read more...] about Six ways to develop adults to mature learners

Agree desired changes in organisational effectiveness Set criteria against which to measure progress towards the desired state Define the skills and other resources necessary Assess the existing skills and resources Implement the development interventionSource: Peter Bramley … [Read more...] about Five early stages in getting people development right

Proving Convincing stakeholders that training is making a necessary contribution Improving To highlight how training activities can be improved Ritual Going through the motions - not meaningful Controlling Ensuring standards and quality are maintained throughout a training activity Learning Determining what individuals have learnedFrom: Mark Easterby-Smith … [Read more...] about Five reasons to evaluate

Four principles of learner-centred designLearners are responsible for their own learning Training is the process of helping people to learn, but not necessarily meeting their conditioned responses to learning The learning opportunities should provide the greatest amount of choice and freedom in how learners learn The learning opportunity should be fun-filled and free from fear and embarrassmentSource: Trevor Bentley … [Read more...] about Four principles of learner-centred design

Establish rapport Question to understand the client's needs Demonstrate an ability to deliver Obtain commitment to get startedSource: John Burdett … [Read more...] about Four stages to starting an assignment

Kolb's four learning stylesActive experimentation Reflective observation Concrete experience Abstract conceptualisationSource: David Kolb … [Read more...] about Kolb’s four learning styles

Origionally developed by the UK government as a way to increase the standards in business and employment. Investors in People provides a best practice people management standard, offering accreditation to organisations that adhere to the Investors in People frameworkFour parts to the Investors in People Standard or frameworkCommitment Planning Action Evaluation … [Read more...] about Four parts to the Investors in People Standard

Reaction Learning Job behaviour change Organisation DevelopmentSource: Donald Kirkpatrick … [Read more...] about Four levels of evaluation

MotivationReinforcementRetentionTransferenceFrom: Stephen Lieb … [Read more...] about Four critical elements of learning

Supporting - doing nothing, questioning to clarify and silence. Persuading - questioning to prompt change, sharing ideas, questioning to move things on, suggesting actions, choices or paths. Directing - guiding, making choices and decisions.Source: Trevor Bentley … [Read more...] about Three parts to the facilitation spectrum

Allocation Giving out work tasks Abdication Giving others work that should be done by the manager Delegation Planning given work deliberately in order to optimise learning value … [Read more...] about Three issues around delegation

Much of what we do as humans is habitual and unexamined. Even though we may have years of experience, few of us have developed an effective practice of learning from that experience. When we discover a successful way of doing something, we tend to hang on to it, even, or perhaps especially, when things have changed around us.Source: Bowerman and Collins & … [Read more...] about Three issues underpinning learning

Three dimensions of reality within a learning event Content reality Process reality Environmental realitySource: Don Binstead … [Read more...] about Three dimensions of reality within a learning event

A Simple learning modelE xplanation D emonstration P racticeM emorise U nderstand D o … [Read more...] about A Simple learning model