LEARNING ABOUT
LEARNING
WORKSHOP
WORKSHOP STRUCTURE:
CHOOSING A LEARNING SOLUTION
IDENTIFYING A LEARNING NEEDS
1.
PRINCIPLES OF LEARNING
Why do we learn?
When do we learn?
FOUR IMPORTANT PRINCIPLES OF LEARNING:
Learning through exploration
Memory needs meaning
Learning is cumulative
Memory needs repetition
EXAMPLES OF THESE PRINCIPLES IN ACTION
2.
IDENTIFYING A LEARNING NEED
Sometimes an authority figure asks for a learning solution
Sometimes business data informs us about the need for a learning solution
Sometimes systematic observations tell us the need for a learning solution
Sometimes a focus group will identify the need for a learning solution
Sometimes a surveys and questionnaires will inform us the need for a learning solution
Sometimes a conversation with others will inform us about the need for a learning solution
IDENTIFYING A LEARNING NEED:
Focus Groups
Surveys Questionnaire
Conversations
Authority
Data
Observations
What are the pros and cons of each of these methods?
3.
SELECTING A LEARNING SOLUTION
Depending on the learning need, there are three types of learning solution that you can choose from:
CLASSROOM LEARNING
ON THE JOB LEARNING
BEHAVIOURAL LEARNING
Depending on the learning need, there are three types of learning solution that you can choose from:
CLASSROOM LEARNING
ON THE JOB LEARNING
BEHAVIOURAL LEARNING
CLASSROOM LEARNING
DESIGNING
PLANNING
FACILITATING
CLASSROOM LEARNING
Clearly define learning objectives/desired outcomes
Include lots of activities - Learning through exploration
Clearly define your session structure
More visuals than words
DESIGNING
Activity 5: Let’s apply these steps into a classroom session
CHOOSE A TOPIC
Clearly define learning objectives/desired outcomes
Include lots of activities - Learning through exploration
Handling Complaints
• •
Implementation of service standards Work Health and Safety
•
Clearly define your session structure
More visuals than words
DESIGNING
CLASSROOM LEARNING
Smaller groups work much better
Pre-Work and Post-Work enhances the learning
PLANNING
Brief modular sessions are best!
Think logistics! - Set up - Breaks - Materials
CLASSROOM LEARNING
Most talking should come from the participants Ask questions!
Impress with your body language and verbal skills
FACILITATING
Follow the structure, times, breaks and activities
Allow learners to practice the content
Depending on the learning need, there are three types of learning solution that you can choose from:
CLASSROOM LEARNING
ON THE JOB LEARNING
BEHAVIOURAL LEARNING
“On the Job Learning” works really well in hospitality
Task – orientated Enables the learner to learn and practice a task.
Highly structured Follows a step by step process which contributes to the learning.
Highly effective Learning can be assessed at “real time” measuring effect.
Repeat to remember Applies the memory needs repetition principle of learning.
Long-term sustainability The learning stays for long if the steps are followed properly.
Easy to plan Little logistics, super brief sessions and happens in the workstation.
“On the Job Learning” method: 3 phases
I EXPLAIN, I DO.
YOU EXPLAIN, I DO.
YOU EXPLAIN, YOU DO.
4.
BEHAVIOURAL LEARNING
There are two main ways to address behavioural issues:
FEEDBACK
COACHING
THE COACH ASKS A LOT OF QUESTIONS
THE COACHEE COMES UP WITH HIS/HER OWN SOLUTION BY
COACHING
EXPLORING POSSIBILITIES
DEMONSTRATING COACHING
Activity No. 7: in pairs Practice coaching
💣
FEEDBACK
A POTENTIAL “BOMB”
PROVIDING EFFECTIVE FEEDBACK
C ONTEXT
A CTION
CAR MODEL
FEEDBACK
R ESULT
Activity No. 8: Applying the CAR model
Martha
Tim
SUMMARY OF TODAY
CHOOSING A LEARNING SOLUTION
IDENTIFYING A LEARNING NEEDS
LEARNING ABOUT
LEARNING
WORKSHOP
Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12 Page 13 Page 14 Page 15 Page 16 Page 17 Page 18 Page 19 Page 20 Page 21 Page 22 Page 23 Page 24 Page 25 Page 26 Page 27 Page 28 Page 29 Page 30 Page 31 Page 32 Page 33 Page 34 Page 35 Page 36Made with FlippingBook Online newsletter