When I Say Learning
November 9, 2010 - Luc Galoppin If we want to get more out of training programs we should redefine them as learning programs. Changing that one word can make the difference between the achievement or the failure of a strategic initiative. A recent article of McKinsey Quarterly triggered me to review my own theory on training and learning.
Context: Learning has two dimensions the explicit and the tacit.
Finished: Nov 22, 2020
Nuggets done by Daniel Yubi
The Learning Iceberg
Learning has two dimensions the explicit and the tacit.
- The visible part of learning (iceberg) comes into manuals, instructions and procedures. This is knowledge transfers.
- The Tacit knowledge, is the bottom part, not visible. Information cannot be classified with order.
- E.g. meeting with people, talking with others, observe other practices.
- John Seely Brown challenges, real knowledge is not taught, it is experiences in the form of unwritten stories and conversation.
The Three Ingredients
- Knowledge becomes the what: Processes, structures and context
- Skills becomes the How: Instructions and Facts;
- Motivation is the why: Point of view, shared understanding.
The C's of Learning
- Conceptualizing: translates the why into the what
- Coordination: Converts the what to the how
- Consolidation: You link the outcome of the how of a training back to the workplace, requirement, the why you started doing a training program or learning something new.