In continuation from my earlier post on Business Outcomes through learning here is another important dimension of learning from the book Six Disciplines of Breakthrough Learning. The authors make a compelling argument on the need to take a system’s view of learning as opposed to learning as an event. Most often than not, the learning department focuses only on the classroom or eLearning and for various reasons does not have the mandate to go beyond this narrow realm. Learning is impacted by several factors such as attitudes, expectations, prior experiences, work pressures, support from peers, managers and team members, to name a few. The authors put forward a strong case for embracing four key set of activities and strategies called the Four Phases of Learning. They are:
1. Prepare: This involves needs analysis, course design, audience profiling and selection, assessments to test existing skills, awareness of the program through marketing.
2. Learn: This is the part we are all very familiar with. Involves classrooms, eLearning, role-plays etc.
3. Transfer: Provide opportunities for further discussions, collaboration, reflection, recording results.
4. Achieve: Strategies to measure and validate changes in performance, recognize and celebrate success, third-party audits.
The diagram below showcases the four phases of learning.
Do you take a holistic view of your learning initiative? I would love to hear best practices based your experiences.