"SMACK THE LEARNER ON THE FACE" - Learning from failures - best learning ever

Synthesis
Allowing learners to fail or realize the possibility of failures enable them to earnestly pursue learning as they analyze, think through or contemplate on the circumstance and discover learning points that help them arrive at solutions and/or behavioral changes.
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I just read Roger Schank's book on "Teaching Minds".

Paraphrasing his thoughts, Schank says that our school and corporate educational systems are basically focused on academic objectives and not on the learners' life objectives. As a consequence, we hardly remember or use 95% of what we studied in school or even  in business training and learning programs. I believe that this is a lot of waste.

Furthermore, Schank is convinced that failure is the best way to learn. He says that we tend to change our behaviours as we experience mistakes and do trial and error in our actions and decisions. This becomes a recurring cycle of incremental learning.

With this in mind, I produce the vignettes as learning tools. Through them I try to present learners with instant reminders of situations where we fail. Alongside that, learners are allowed to think this failure through. The learner then asks: "What must I do differently?" "How do I avoid this next time?" Why did I behave in such manner?"

In the vignette "The Angry Project Manager", this is exactly what we aim at.
Ask yourself. Have you ever lost your cool? What happened when you did? What did you learn ?

In designing learning that revolves around experiences and stories, "SMACK THE LEARNER ON THE FACE"  and put them on the spot, to make them pay attention to learning from failures.

Click here to view "The Angry Project Manager".  Here below is a short description.

"The Angry Manager" vignette shows us that in a fast-paced work environment, anger may not always be avoided . But if you are to deal with a very angry person, what would you say or do? View the  vignette and consider the options presented. After contemplating on all the options, click to the next scene and witness  how anger can overtake someone. Can you see yourself reacting in a similar way? Click here to view "The Angry Project Manager".

How to Use the Vignette

Although the situation presented is specific, this vignette covers a wide range of topics, including conflict-resolution, work ethics and other management-related issues. This vignette is very useful for eLearning sessions that require your learners’ undivided attention, especially those that deal with specific situations that need to be resolved in a timely manner. Use it as part of your lessons or as a post-training test. Face-to-face, eLearning or webinar, this vignette is a sure way to push your learners to the EDGE. Vignettes are captivating and highly effective learning tools that can power up your classroom training, eLearning activities and social learning communities. Click here to view "The Angry Project Manager".

Join us  and tell us what you think about the vignettes and share with us if you have had similar experiences. Your feedback and insights are highly valued. Also feel free to send in your suggestions, comments, improvements or topics that are of interest to you. This can help us greatly in coming up with better vignettes, especially on topics that are of great relevance to you.

Ray Jimenez, PhD
Vignettes Learning
"Helping Learners Learn Their Way"

Are Trainers Still Needed?

Synthesis
Learners are taking control of what they learn and how they learn. And trainers face the challenge of rethinking their roles, create innovative learning environments and discovering and experiencing new tools to help learners learn better.
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Informal learning, social learning, or learning based on the learners’ choices or options are certainly redefining the roles of trainers, learning specialists and even learners themselves. As they take more control of their own learning on their own terms, this becomes a frightening scenario to many learning specialists.

"Letting go of control" pushes trainers to rethink their roles in the learning process. However, rather than balk at the prospect, it is about time that this becomes an open issue. Years ago, letting go of control was like committing suicide where trainers are concerned.

Truth to say, we trainers, never had total control. We’ve always felt, thought and convinced ourselves that we control learning because we instruct and teach knowledge.  However in reality, learners choose to learn based on their own personal goals. So, this openness about losing control is not entirely novel news. It should no longer be a surprise.

Consequently, it is now acceptable or in certain instances imperative to review and reconsider our perspective of our jobs as trainers.   Since we were never really fully in control, in the past and more so now with informal learning, what should we do differently?

First, let's assess which part of the learning process can we best contribute to. I suggest that we carefully process learning. Roger Schank in his new book "Teaching Minds" suggests that we help learners learn by guiding and allowing them to gain insight from failures and/or experiences.

Let me offer some suggestions:

1. Set up learning situations, scenarios, real-life simulations  that enable learners to do, act and even fail, but eventually learn from the experiences.

2. Rethink how to modify, discard or reject, replace and invent new tools.

Classrooms, learning objectives, curriculum, slideshows, games and exercises are common tools that we use to control learners. An innovative approach is to explore, reconsider and discover new tools that not only engage learners but make it possible for them to have control over their own learning (Wikis, Blogs, Searches, RSS, story and experience sharing, peer-to-peer learning, etc.).

However, the greatest drawback is that trainers are not comfortable with these new tools simply because they have not even started to delve into or experience them. This is where the dilemma lies.  How do you, as a trainer/learning specialist, begin to help learners leverage these tools when you have not tried them out yourself?

We fail to realize that the best way to redefine, re-align and innovate our roles as trainers is to take action now. Dive in. Eat, dream, sleep and imbibe how learners control their own learning. Gain the emotional experience. Do not attend a class and learn the theory. Do it.

I’m including  a vignette " Are Trainers Still Needed?"as a provocative discussion point. The pace, selection and retention of learning content are controlled by the learners’ needs, goals and interests.  Trainers are challenged to step out of their comfort zones to explore approaches that will to help them keep in step with their learners.

Click here to view the vignette.  Here below is a short description.

In this vignette “ Are Trainers Still Needed?”, a seasoned trainer is short of being told that what he is teaching is outdated. He used to be sure of himself all the time but now he suddenly isn’t. Not used to this kind of situation, he sticks to his dated information, risking the ire of his learner. What consequences will this trainer endure? What should he do? Click here to view "Are Trainers Still Needed?". 

How to Use the Vignette

 

Although the situation presented is specific, this vignette covers a wide range of topics, including conflict-resolution, work ethics and other management-related issues. This vignette is very useful for eLearning sessions that require your learners’ undivided attention, especially those that deal with specific situations that need to be resolved in a timely manner. Use it as part of your lessons or as a post-training test. Face-to-face, eLearning or webinar, this vignette is a sure way to push your learners to the EDGE. Vignettes are captivating and highly effective learning tools that can power up your classroom training, eLearning activities and social learning communities. Click here to view "Are Trainers Still Needed?". 

Join us and tell us what you think about the vignettes and share with us if you have had similar experiences. Your feedback and insights are highly valued. Also feel free to send in your suggestions, comments, improvements or topics that are of interest to you. This can help us greatly in coming up with better vignettes, especially on topics that are of great relevance to you.

Ray Jimenez, PhD
Vignettes Learning
"Helping Learners Learn Their Way"

"Learners Don't Know What They Don’t Know"

Synthesis: 
Leaders/trainers tend to assume that learners lack knowledge and therefore it is imperative that they must be taught everything.  To the surprise of non-believers, learners are able to discover learning on their own if they are allowed to.
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In a lot of instances, we hear leaders/trainers say, “Learners don’t know what they don’t  know”.  The tendency is to assume that learners lack knowledge or do not know a lot. As a result, learners are inundated with knowledge from leaders/trainers rather than being allowed to go through the process of discovery. 

The challenge I pose to us today, is to acknowledge that we don’t have a monopoly of knowledge. We don’t know everything. There will be opportunities to learn from our learners, too. We must let go of our mistrust of our learners.  Begin to guide them through a process of discovering learning content. 

Using micro-scenarios and story interactions allow your learners to journey through simulated real-life events that help them to relate to it and uncover the embedded learning content. Preview the vignette featured here and reflect on how micro-scenarios  and story interactions effectively enable you to enhance the learning process.

This vignette helps provoke a discussion on trusting and allowing learners and team members to discover solutions to problems. In many situations, trainers and leaders fail to recognize that team members and learners know better since they do their jobs. In training, we tend to dampen and discourage the learner when we kill their enthusiasm and their desire to discover solutions. 

Click here to preview the vignette.  Also read the explanation below.

In the vignette for the week - “Learners Don't Know What They Don't Know”, George, a team manager, is furious because Linda, a team member, did not strictly follow his instructions. George predicts the team will lose a client and blames her for it. The next day, the client calls and congratulates George for having Linda in his team. Too bad for George, she now wants to quit. What do you think went wrong in this situation? What should George do to straighten out matters? Click here to view “Learners Don’t Know What They Don’t Know".

How to Use the Vignette
 
Although the situation presented is specific, this vignette covers a wide range of topics, including conflict-resolution, work ethics and other management-related issues. This vignette is very useful for eLearning sessions that require your learners’ undivided attention, especially those that deal with specific situations that need to be resolved in a timely manner. Use it as part of your lessons or as a post-training test. Face-to-face, eLearning or webinar, this vignette is a sure way to push your learners to the EDGE. Vignettes are captivating and highly effective learning tools that can power up your classroom training, eLearning activities and social learning communities. Click here to view "Learners Don’t Know What They Don’t Know".

Join us and tell us what you think about the vignettes and share with us if you have had similar experiences. Your feedback and insights are highly valued. Also feel free to send in your suggestions, comments, improvements or topics that are of interest to you. This can help us greatly in coming up with better vignettes, especially on topics that are of great relevance to you.


Ray Jimenez, PhD
Vignettes Learning
"Helping Learners Learn Their Way"