Learning journeys - for effective learning
How do learning journeys work and how should you think to get a really good learning effect? We explain!
What is a learning journey?
And why learning journeys are a natural part of our lives
Think of something you are really good at. Something you know by heart, really good. Whatever it is, you probably did not just learn it overnight. It took both time, repeated training, and patience. Clear instructions, qualified feedback, and a little encouragement were probably required when it felt extra daunting. In other words, a learning journey was required. For us at Promote, it is obvious that all types of learning are seen as a process. Not an event or occasion.
Having the right attitude to learning has never been more important than in today’s changing and fast-moving world. The only ability we know that will always be important is the ability to learn. Therefore, we believe that the best way for an organization to grow is to see learning as a learning journey.
How do learning journeys differ from traditional education?
A learning journey differs from traditional education in how it is designed. Instead of a longer training opportunity, the learning journey is divided into blocks or “modules”. In these modules there is a clear structure for accumulating knowledge before a knowledge component, during and after the component itself. This provides better conditions for those who accumulate the knowledge to prepare, learn, and apply the knowledge in real situations.
The problem of traditional company training
A major problem with traditional corporate training is that it focuses on getting participants to learn as much as possible in the shortest possible time. Event-based. Unfortunately, this is not an optimal way to accumulate knowledge, as our brains cannot push such large amounts of information into our long-term memory. Knowledge must have the right conditions to stick.
Looking at Hermann’s Ebbinghaus “Forgetting Curve”, we can see that 80% of the accumulated knowledge is forgotten after 2 days (if you don’t maintain it) A disastrous result if you work in learning/training. It is therefore of utmost importance to have a scientifically proven method that provides the right conditions for success if you want to achieve a long-lasting result.
What is the difference between modern and traditional training?
Objective: Learning and acquisition of knowledge
When: Event-based. As few occasions as possible
How: majority take place in a classroom
Relevance: General relevance for the target group
Objective: Results in the work through the application of knowledge
When: Apprenticeships, extended over a longer period of time
How: Blended-learning (online and classroom)
Relevance: Specific relevance for the participant