Learning something new is always exciting! More so, if the motivation to learn comes from within. For example, an impatient teenager who wishes to learn driving a car or a bike before he moves out of his teens. He impresses his friends and family alike with his confident grip on the wheel and (near) deft handling of pedals and gear shifts. Has there been early signs of a behaviour change? Your guess is as good as mine!
Training someone on a competence hitherto unknown is one of the ways to learn and effect a change of behaviour. In this effort, besides the learner herself, at least two more entities are involved. A trainer or a teacher, for sure. Often, the role of the third entity is missed out by both the other two. I am talking of the learner's sponsor or stakeholder if you will, who stands to benefit from the learner's learning. In my example, the learner's girlfriend or even his parents who will be better off than before with a new competence firming up - sooner than later.
Let us examine the three entities one by one .
First, a successful teacher or a trainer is one who leads by example and demonstrates what ought to be learnt. Preparing for the lessons, tailoring his efforts to the needs of the learner in terms of instructional methodology are the hallmarks of a great instructor. Lack of initiative, effort or application of knowledge on his part will differentiate between chalk and cheese. With each participant or a set of learners, the teacher's own learning gets reaffirmed and strengthened.
Second, the learner herself has to be most willing and motivated to see a bright light at the end of the 'learning' tunnel. The trainer steps in here to engage the learner in activities that help learn seamlessly. Dirtying one's hands in the learning arena is not left to the whims of inertia or self doubt. Hands on practice that helps solve problems or life tasks such as negotiating a deal or handling an irate client are the essentials. The confidence thus gained adds to the learner's conviction that gradually builds up. This is a critical juncture when the learner steps into the 'real' world and is keen to put to test what she has learnt. A world that is dynamic and throws challenges at you each moment.
Allow me to introduce the learner's sponsor at this stage. As an extremely important cog in the learner's learning wheel, he cannot afford to remain a spectator while the 'new' learner tests out what works and what doesn't. Vitamin EA - as in, Encouragement and Appreciation - in ample measures can do wonders. A helping hand (in form of wise counsel, a practical demonstration etc.) to kill the demon of hesitant starts and a public approbation of the learner is all what is needed to cement the learning of the latter. Sadly, in reality, more often than not, the learner is often left to her devices with no assurance of the stakeholder's help and support. As if to say that the latter chooses to remain a wilful spectator and be witness to an avoidable failure. What a pity!!
What are the roles that you are playing at your workplace? What are you doing to ensure your own or your team member's learning is not illusory? What must be done to build that sweet spot at the intersection of ample confidence and unshakeable conviction?
A resounding applause on a newly learned competence is a defining moment for the learner. This requires humongous effort and an indomitable will - both individually and collectively...as they say, it takes two to tango and a pair of hands to applaud!
Source: "Rajneesh Mathur"
Training someone on a competence hitherto unknown is one of the ways to learn and effect a change of behaviour. In this effort, besides the learner herself, at least two more entities are involved. A trainer or a teacher, for sure. Often, the role of the third entity is missed out by both the other two. I am talking of the learner's sponsor or stakeholder if you will, who stands to benefit from the learner's learning. In my example, the learner's girlfriend or even his parents who will be better off than before with a new competence firming up - sooner than later.
Let us examine the three entities one by one .
First, a successful teacher or a trainer is one who leads by example and demonstrates what ought to be learnt. Preparing for the lessons, tailoring his efforts to the needs of the learner in terms of instructional methodology are the hallmarks of a great instructor. Lack of initiative, effort or application of knowledge on his part will differentiate between chalk and cheese. With each participant or a set of learners, the teacher's own learning gets reaffirmed and strengthened.
Second, the learner herself has to be most willing and motivated to see a bright light at the end of the 'learning' tunnel. The trainer steps in here to engage the learner in activities that help learn seamlessly. Dirtying one's hands in the learning arena is not left to the whims of inertia or self doubt. Hands on practice that helps solve problems or life tasks such as negotiating a deal or handling an irate client are the essentials. The confidence thus gained adds to the learner's conviction that gradually builds up. This is a critical juncture when the learner steps into the 'real' world and is keen to put to test what she has learnt. A world that is dynamic and throws challenges at you each moment.
Allow me to introduce the learner's sponsor at this stage. As an extremely important cog in the learner's learning wheel, he cannot afford to remain a spectator while the 'new' learner tests out what works and what doesn't. Vitamin EA - as in, Encouragement and Appreciation - in ample measures can do wonders. A helping hand (in form of wise counsel, a practical demonstration etc.) to kill the demon of hesitant starts and a public approbation of the learner is all what is needed to cement the learning of the latter. Sadly, in reality, more often than not, the learner is often left to her devices with no assurance of the stakeholder's help and support. As if to say that the latter chooses to remain a wilful spectator and be witness to an avoidable failure. What a pity!!
What are the roles that you are playing at your workplace? What are you doing to ensure your own or your team member's learning is not illusory? What must be done to build that sweet spot at the intersection of ample confidence and unshakeable conviction?
A resounding applause on a newly learned competence is a defining moment for the learner. This requires humongous effort and an indomitable will - both individually and collectively...as they say, it takes two to tango and a pair of hands to applaud!
Source: "Rajneesh Mathur"
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