Archive for the ‘Resources – L&D Management’ Category

What conditions enable you to learn most effectively?

Sunday, September 12th, 2010

When coaching and training your staff, do you treat them as adults or children? This may sound like a daft question, but too many managers continue to treat their staff based on the principles of child learning as opposed to adult learning. In fact, you can relate the principles below not just to how you develop your people, but also to the ethos of how you manage your team on a day to day basis.

The term Pedagogy (meaning child-leading) has been around for many centuries. The term Andragogy (man-leading) has been around for only a couple of centuries.

It was developed significantly by Malcolm Knowles in the last Century. He created a number of assumptions with regard to Andragogy, or Principles of Adult Learning.

The foundations of his work were as a result of reflecting on his childhood experiences of learning from his parents. His father was a vet who took him round on his visits from an early age.  Knowles recognised the nature of the conversations they had, how his father asked for his opinion and how his opinion was then valued. He also reflected on the tender and loving approach of his mother, and how this in turn led to him becoming a more caring individual. He developed from these foundations and eventually published a list of the conditions that he suggested should be present for adults to learn as effectively as possible. These conditions are summarised below:

1)      Where it is accepted that learning is a continuous process.

2)      Where adults are encouraged to relate what they are learning to what they already know.

3)      Where it is accepted that a learning process will involve feelings as well as thought processes.

4)      Adults generally learn best by doing.

5)      Training must always be realistic and relevant in order to encourage motivation.

6)      An informal environment is generally most effective.

7)      Learning flourishes best where the atmosphere is non-judgemental.

8)      Variety generally stimulates learning.

9)      A manager, coach or trainer can train, however, the delegates also have a responsibility to learn.

If you don’t already adopt these principles, if you did you could have a significant impact on the learning and motivation of your team. And that will lead to business improvements and better results. Wouldn’t you like some of that?

Paul

State of Education or Learning State?

Sunday, August 15th, 2010

I can recall 5 or so years ago sitting in a very boring meeting. I can actually remember attending a few, but we will focus on this one in particular for the moment. The energy level was as low as the land level in Death Valley. And I was due to present. What could I do? I looked around the room for some props. There was a fake fire in the room with some pieces of wood on it.  As I was introduced, I went and picked up two of the pieces of wood and tapped a beat with them on the side of the table. “Just say what you see”, I enthused, with a very poor impersonation of Roy Walker, the original host of Catchphrase.  Unfortunately, no-one ‘got it’. “Logarithms!” I enthused once more, and tapped the beat once more perhaps thinking I needed to do it again in order for people to ‘get it’. It did, however, change the mood of the meeting and, having rebuilt the fire, I delivered my presentation and achieved what I wanted to.

That is the only time in my life I can recall having made use of my Third Year (now Year 9) Maths input on Logarithms. I do accept the link is tenuous, but it really is the closest I have got to using that information. But what was the point of them (and the same goes for cosines, too)?

I was reminded of this experience when I read an answer to a parent’s question by Chris Woodhead in The Times (25 July 2010). As you may well be aware, Mr Woodhead used to be the Chief Inspector of Schools here in England (and possibly other parts of the UK).  He is currently the chairman of a private schools group. Mr Woodhead was making the point that – regarding English Literature classes – “The aim should not be to develop ‘critical thinking skills’”, and added that children, “should not be encouraged to express their opinions on the texts. Who cares what they think or feel?’” Well, actually, I do – and I suspect others do, too.

We need to be valuing and developing these skills from an early age – and others such as rapport building, empathy, effective communication, emotional intelligence … I could go on. From a holistic perspective it would create a far more mature society, and from a practical perspective perhaps we wouldn’t need to have the likes of “This drink may be hot“ written on the side of a take-out cup of coffee.

I have been in Wakefield today – taking, waiting for and collecting my 17-year old son from a Football Refereeing Course. As someone interested in learning, I have been impressed with the content of the Course. It has a good balance of theory and practice, and it has an obvious practical application. He has now passed the theoretical aspects and needs to pass the practical aspects by refereeing some matches. Having discussed the Course with him, it is apparent that he has fared well so far. He has fared well because he has been able to demonstrate skills such as critical thinking, effective communication and conflict management to name just three.  These skills have been developed in part at school but more so at home.

And this is where, in my humble opinion, our schooling system is failing society. The development or achievement of such skills in school is difficult to measure, and so they are unlikely to find any prominence in ‘League Tables’. But what gets measured generally happens. So exam results prevail. And our children will therefore continue to be measured on how well they understand Cosines and Logarithms.

The lead article in the News Review of today’s (15 August 2010) Sunday Times is an article about how the actress Imogen Stubbs and husband – film director Trevor Nunn – tried to help their daughter with her AS level in Theatre Studies. They discovered that they were more of a hindrance than a help.  Ms Stubbs continuing investigation of the matter showed her that the course work and study aids were aimed at enabling her daughter to get an ‘A’ grade by following the required “tick-box culture”, rather than thinking about the literature itself. Many pupils told her that they never actually read the texts – they just used study aids and the internet.

Over the next couple of weeks the annual national GCSE and A Level analysis and frenzy will take place. We will be informed how this year’s pass rate compares to other years, and individuals will find out whether they have achieved their coveted places at Universities. Again in today’s Sunday Times there is a report that leading companies such as Tesco, Sainsbury’s and Price Waterhouse Coopers are running non-graduate trainee schemes for promising people who do not achieve a place at University or who do not want to saddle themselves with student debt. These companies are telling applicants that they, “can end up in similar jobs with similar salaries to graduates”.

Perhaps this will bring about a different perspective on education and learning. Perhaps it will help shape an approach that involves both theoretical and practical learning for all qualifications. And perhaps then we can move away – once and for all – from Mr. Woodhead’s view that a child, during the foundation stage of their life of learning, should not be taught how to critically think, should not express their opinions and should not have their feelings valued.

Paul

Is ‘e hurt, man?

Thursday, June 24th, 2010

Well, it certainly looked like he was hurting to me. He looked like he could hardly stand up, never mind play tennis. I’m referring to John Isner the American tennis player, one half of the record breaking duo (the other being France’s Nicolas Mahut) whose final set at Wimbledon yesterday went to 59-59 in games before bad light forced a break in proceedings. And it has already broken so many records – longest match ever (10 hours) most aces in a match (193) – and there are more, but I’ll stop there.  All those record breaking outputs, but they will lead to only one outcome (hopefully later today) which will be one of them winning the match. And that is what will be recorded in the competition.

As a trainer, I know that I have been too interested in outputs in the past, and I now see trainers who are too focussed on them. I understand that it can be difficult to see beyond the session or course itself as we care passionately about what we do and get very involved in it. I know it’s great to come up with an inspirational methodology, a role play that explores the affective domain or a great set of PowerPoint slides. But these are all outputs. We need to focus on the outcome. By increasing our focus on the outcome, the methodology becomes more meaningful and business orientated.

When one of the players was interviewed when leaving the court yesterday evening he said, “I’ll be interested to see the stats.” Again, as trainers, we are interested in “the stats” we usually get at the conclusion of any session or course – normally provided through some sort of evaluation questionnaire. We need to move beyond this, too.

What we should really be interested in is our delegates’ (and their managers) responses to the statement, “As a result of this learning event, I have (they have) improved my (their) performance within the workplace.” Followed by, “This is evidenced by …”. If this question is posed to delegates 3 months after the event, I would expect effective delivery to achieve at least 85% agreeing with this statement. Anything less and there are potentially issues with the event, the people being nominated for it or the post-event support delegates are receiving in the workplace. That is a true outcome, one which is meaningful to the organisation and one which enables the trainer to really demonstrate their worth. It also starts the process of examining and quantifying the return on the investment for the event (ROI).  Essential in the current economic climate.

How can you make your events or your trainers’ events more outcome focussed? What can managers do to ensure that their events are delivering meaningful outcomes? I’d be interested in your views – or the views of delegates.

Oh, and the title of this post? It’s an anagram of the two players’ names. Well, you have to find something to do when watching a 118 game final set of a tennis match …

Paul

A point to share

Saturday, June 5th, 2010

According to Liam Byrne, when he and his colleagues left government there was no money left. All gone. Over the coming weeks I’m sure we will find out how the Government is going to re-fill its jam jars and piggy banks. And I’m sure it will impact on us as individuals and within our workplaces. Lots of us will be looking to cut costs. Here are a couple of ideas that may assist you in saving money at work (or ‘generating efficiency savings’ if you work in Finance).

If you are a CIPD (Chartered Institute of Personnel and Development) member, do you ever use the Communities Forum? If you’re not a CIPD member and don’t know what I’m talking about, it’s an area on the CIPD website where you can pose questions or ‘discuss’ issues with other CIPD members. I suppose it’s like the ‘moneysavingexpert.com’ forums, but for HR matters. There are some fantastic discussions (or ‘threads’ as they are correctly called) and they generate so many different ideas – and it’s all free. Well, free if you have paid your annual subscriptions.

I know that lots of non-CIPD members would also find that facility very useful – and that the majority of delegates I have trained are not CIPD members. So if you’ve got a development type question, post it on the blog or send it to me in an email, and we’ll see if people can contribute suggested ideas or actions, and get some discussion going – and here it really will be free!

The theme of sharing is one that I want to have running throughout this blog, and so (in addition to my thoughts) I will also be sharing material that I create and which may be of value to others. Sticking with the cost saving theme, my first practical offering is a Learning and Development Costing Model.

About 10 years ago, I was looking for something that would help me quickly and accurately calculate how much it would cost to train a group of people. I wanted this for when I was in meetings and other senior managers were deciding on a whim to suggest giving 3,000 people one day’s training – with no thought for the cost. I particularly wanted the ‘lost opportunity cost’ including – in other words, the cost to the organisation of the delegate not undertaking their usual work whilst undertaking the training.  I couldn’t find anything, so I created my own. I know that a few other training managers now use it, and they find it useful, so others might too. And I have now added comments to explain how to use it.

I wish I could attach it here, but my WordPress learning for today has been that you can’t uplaod MS Excel! – ansd it’s in Excel so that it does all the calculations for you. However, if you would like a copy, please drop me an email or reply here and I’ll gladly pass it on. 

What other free resources would you find useful?

Paul