What do the students/employees need to succeed in the real world? Advocates of education,
whether it is part of an organization or the formal educational system, need to ask this
question. When you ask people how they would prefer to obtain "know-how" (vs.
information or data):
- Printed word (books, internet, etc.)
- Training (lecture and other forms of presentations etc.). Classroom training
may be alternatively called "just in case" learning.
- A trusted third party (coach, mentor or some other similar methodology).
Coaching and mentoring may be alternatively called "just in time"
learning.
They inevitably pick #3. Why then do we insist on training courses that rely
on event driven education. In part #1 and #2 are both more convenient and
profitable for vendors. For example, the consulting community continues to hype
"knowledge management" when the technology should be labeled "information
management". Also the traditional educational system was more focused on social
order than education.
What is the Objective of the Educational Session?
Education that helps each employee grow their skills and knowledge to meet a
student’s expectations and/or better perform their current job is
appreciated as a benefit. It also increases loyalty and helps you to attract
the best students/ employees. There are several ways to examine the design of
an educational opportunity:
- Formal learning (e.g. classroom) vs. Informal (e.g.
"water cooler" learning)
- Induction (e.g. new employee) vs. On-the-job training vs.
Off-the-job training
- Implementation vs. User vs. Promotion & Awareness
- Standardized vs. Customized vs. Do-it-yourself
- Declarative Knowledge vs. Procedural Knowledge
The key to choosing the methodology is to examine the nature of the recipient of the
training relative to the objective:
- What level of knowledge does the individual have before the
educational event?
- What type of educational experience will lead to achieving the
objective?
Trends & Expectations
Trends that impact the expectations of the "customer" include:
- money - increasing pressure from shareholders requires that
the return on investment (ROI) impacts the bottom line,
- time - shorter time frames for learning, often facilitated by
technology, and
- change - as the pace of change appears to speed up, people
increasingly resist change and question whether technology has moved too fast.
The Experience/Learning Curve
The right employee training, development and education at the right time
provides big payoffs for the employer in increased productivity, knowledge,
loyalty, and contribution. A shift from the student being told what to learn
to learning how to learn what you need to learn was inevitable to be able to
handle the learning curve of today’s students. The Path-lign Process™
and Path-ligner ™ Software significantly steps up the learning curve,
whether is be strategic, managerial or operational skills that are required.
Application of the iCapBiz Solution to Educational Opportunities
The Path-lign Process™, Path-ligner™ software and accompanying
tools improve these key skill sets:
- Critical thinking
- Systems design and implementation
- Innovation
- Communities of Practice
Unlike traditional educational events the focus is on patterns,
systems and structures and leveraging declarative knowledge with procedural
knowledge and experiences. For example the Path-ligner™ mapping
software captures expert roadmaps that can be used for coaching (and that
can be access from a library of core practice maps). Innovation comes from
synthesis which is a result of engagement of the participants in insights
that result from designing and implementing (maturing) core practices and
processes. The Path-lign Process™ provides the means to learn what
you need to learn to complete your objectives.
I want to know more about how iCapBiz
can apply to my business!
