Technology for learning –phones & tablets – touch or keyboard

June 7, 2011

Technology for learning –phones & tablets – touch or keyboard

In the last couple of week I have taken ownership of a shiny new mobile phone.

In the last few years I have used my trusty Nokia E75My Old Nokia E75. A small phone with a large slide out keyboard. The battery life was enough for me to last a whole day at a conference blogging or tweeting, and this with relatively fast typing and few errors.

But alas its time to move on.

I wanted to go android as I thought this would be a sensible way forward, and I really wanted a phone with a slide out keyboard. Unfortunately the only android phone that Orange offer was a Motorola with droid 1.6 and a weird square form factor. So when the chance presented itself I took the new Motorola Atrix. Powerful, long battery life and expandable… so I thought. Motorola even ship a Bluetooth keyboard for it and a full laptop style doc is available (if a little over priced). But 2 weeks on and Orange have failed to ship my bluetooth keyboard accessory :(

Over the last week or so of getting used to the new machine I have come to realise that for a man with bananas for fingers the touch keyboard while functional is slow – added to that starts to cause a real pain in the finger (yes you can only “prod” this type of screen keyboard) and did it mention it is slow and inaccurate? Even using a swipe based approach called “Swype” – a method where you glide or swipe your finger across the letters spelling the word is just way too slow compared to a real thumb keyboard. A good workaround – but still a workaround.motorola-atrix-lapdock

However the voice to text function is brilliant. Much better than the dragon software I have had on my desktop pc. But you cannot talk in a conference to take notes!

Consumption or generation?

I like to generate content as well as consume it. Don’t get me wrong the Artix is an awesome handset… for consumption.. but touch only is not good for generating content, at least not on a 4 inch phone screen. I suspect that while a tablet is better than a phone – the size limitation will continue to be a problem/ weakness.

This has led me to believe that there are two types of device – those for content generation and social interacting – and one for consumption. Even my 14yr old who has both an android handset and an ipod touch is beginning to wish her handset had a keyboard!

What to have for learning?

Will the ipads or tablets really replace the laptop – well if we in the world of learning want to give our people access to content which required graphical interaction (tap on image) then a tablet is ideal – but if you want people to interact and collaborate then it seems that the keyboard is king. Sure a tablet is convenient, in that one can use it sitting or standing, on transport etc,, however there is a reason why the majority of ipad users leave their pat at home!

Certainly the advantages of a touch screen can aid interactions,  but if we want contribution and detailed interaction then a keyboard will be a requirement if we want to maintain a level of productivity and keep stress as low as practical during learning activities.

 

For me – I miss my keyboard on my phone.. now if only I could add one easily….

 


Education – keeping up with the Joneses

February 16, 2011

Continous education or die…

keeping-up-with-the-joneses-cartoonWhile working one the development of my site, I have recently been working with a rather skilled computer programmer/ coder from Vietnam. During our skype conversations he mentioned that he was going to night school. Then I remembered that one of the providers we used in Dubai specialised in “night school” classes – their main income.  This got me thinking – why in the UK is there such a small percentage of people paying for themselves to go to night school?

Talking to my Vietnam contact, he told me that in the IT world, if he completes a number of accredited vendor certificates this counts towards his degree. This model appears to be common place in what may be considered 3rd world or former 3rd world countries. With the current student tutor fees on the increase in the UK, maybe it is time for us to have a new/ updated model of education.

On-going learning and development

My experiences over the last 20 or so years suggest that less and less evening/ weekend education is available for people wanting to educate themselves for their careers. Sure there are “distance” or on-line options. But in the main these are for professional bodies and not “general development”. Have we in the west adopted an attitude which is reliant on others for our future development and employability?

It is interesting that in the “alternative market”, the therapies etc, there are a plethora of such options, but why not for training, management, leadership etc? Is it wrong for more “main stream” development to be offered this way? Is it down to costs? Are providers looking to generate unsustainable returns for such work? Or is it more fundamental than that?

Is it a cultural thing?

In the middle east and the far east, it is usual for people not only to educate themselves, but to keep up with this education in an ongoing and sustainable way. In the UK/ US have we abdicated the majority of this to our employers? Could it be that many training courses “fail” to deliver changes in performance, not because the content is poor, but that as participants we are increasingly expecting to be “fed” solutions? We do not own the training, education or need for performance changes in the same way.

When as learners we have “some skin in the game” we are more likely to take the opportunity more seriously.  Are we missing a trick in this time of austerity, and as individuals have we woken up to the fact that to remain employable we need to “beat” or compete with our peers. Increasingly this will mean those that are up to date and have taken life long responsibility for their education (in its broadest sense) will have a real head start in this “game” called employment.

Uk unemployment ratesLatest unemployment figures in the UK suggest that we are heading towards a 10% unemployment rate, the highest since the early 1990s, and all expectations are that this will rise in the coming 24 months.

Keeping up with the Joneses

Who are the Joneses? do we know? At one time they were our next door neighbours, sometimes they are our peers – but taking this and looking at the future and employability are the Joneses our competitors not just for the “job position” but for the role even existing within our local or national economy?

Do we look just at what our professional bodies are looking for or do we look to the markets which are rapidly developing and eager to take our sterling and dollars in exchange for work, intellect and effort. Its no longer the “low skilled” manufacturing that is going to overseas markets, but the value add, high-tech work too.


What is the ratio of development to delivery time?

October 20, 2010

How much time training design iconRecently on some of the forums I follow there has been a debate on how long it takes to develop a training courses. Or what is the number of development hours per delivery hour.

Before the debate is even started we need to understand that design for a one off one day event will be very different from a one day event which will be run several or 100s of times, and this will be different again depending on who will lead these events. If the event is to be “led” via e-learning or some other technology then the development time is very different again.

One of the people discussing the issue pointed to an article written by Janet Clarey – http://www.brandon-hall.com/workplacelearningtoday/?p=6662 in the post Clarey shows a table outlining some research from Karl Kapp, along with Robyn Defelice, who jointly wrote an article for ASTD’s Learning Circuits called “Time to Develop One Hour of Training.” The results came from just 47 respondents, 83% of which had a degree in a field related to instructional technology/design.

Table showing a small sample research on the time to write a training course

It is a shame that the sample size is so small, and yet some of the times listed here are much greater than a trainer in the UK would propose for developing a classroom based course.

You can read the full original article.

Interestingly the author also points to some additional research entitled: “What e-Learning Tool are You Using” – however when you go to the page, it seems to auto redirect to another article without much opportunity to see the content.

On this article is a table from the same research looking at the tools used for developing e-learning solutions. This makes for interesting reading:

Table showing research with the types of e-learning development tools used

This is very worrying, as while power-point may be used for some short light touch e-learning, does word have a place at all?

This list does not suggest that developers are writing and deploying interactive or engaging learning interventions at all.

So what is the standard time for developing one hour of training?  it is what ever it takes you in the given cirmstances..

  • how much do you know about the subject?
  • how much do your learners know about the subject?
  • is this a one off or large scale programme?
  • who will be leading the training? one, few or many different people?
  • what delivery medium will be used? – classroom, virtual classroom, e-learning – other?
  • etc. . .  

Learning and OD through Social Media

June 1, 2010

Can we Learn from Social Media?

One thing that amazes me is the lack of acceptance in the Learning and Development world of Social Media. At a conference workshop last year, out of 40 people only three used social media for learning.

Sure some organizations are setting up LinkedIn groups, Ning or other groups and forums for people to share ideas, but that is in many ways an extension of networking or action learning that already exists, just migrating to new platforms.

Learning through social media

While many of the social media and networking tools are great communication and connection vehicles, they should not be looked at as tools to replace formal learning strategies. But they can complement them.

Social learning is said to be open, informal, direct and easy. Open, because everybody or a preselected group of people can follow what you are doing. Informal, as it is about the “here and now”, a gestalt approach. It can be more structured if for example you search for specific content, or a reaction to something someone else has just written about that has inspired you to find out more. Direct, because people can connect to you, through the channel that the original communication was made – blog, Twitter, FaceBook etc. Easy, because new technologies such as smart-phones, are making it easier to stay connected to your social media tools and update them wherever you are and whenever you want. Social learning has the effect of demolish walls and building watchtowers to scan the horizon for new opportunities.

Leslie Madsen-Brooks in her blog says:

“Social media is an excellent medium for professional development because

  • It allows for both synchronous and asynchronous participation.
  • Participants are active learners—that is, they are actively engaged in the construction of knowledge, not just passive receivers of it.
  • Social media usually can be captured, thus providing not only an archive of the learning experience, but content that can be repurposed for future symposia, seminars, or courses.
  • In learning to use social media within the context of professional development, staff learn new ways of engaging with audiences for their institutions.
  • Engagement with social media involves multiple learning modalities and intelligences—visual, aural, textual, and more.”

Twitter as an Informal learning Tool

Ever since I “found” twitter in November 2008 I have found it a powerful tool for finding out people thoughts, views and applications of models, theories and approaches to learning, leadership and many other topics around which we operate.

As a practical example, Dave Lester (@digitalhumanist) used Twitter to learn about mobile media and share what he learned:

Learning about social informal learning through twitter

If you follow the right people on Twitter, you can learn a lot on a diverse range of topics, not least it can stimulate you to research material you did not know existed previously.

To find useful and interesting Twitterfolk (or “Tweeps”), go to Twitter Search and enter a search term. Once you locate some interesting tweets, “follow” their authors and check to see whom these authors are following.

Kindle, iPad & other e-readers

Kindle, E-readers for training, informal learning and businessWith the ability to carry around a web connected reading device comes instant access to material whenever you want.

From a formal learning point of view, if each individual were issues with a Kindle or other e-ink reader, a company could ensure that each person had instant, anywhere access to policies, procedures and how-to’s. This approach would work equally well in retail, engineering or service sectors.  Once a week or so the individual would plug their reader into a network point and BANG! they have up to date manuals etc – and its environmentally friendly too.

For informal learning a company could make training texts and other learning tools available for those that wanted to improve themselves in an informal way.

One of the problems with the iPad is cost. With most e-readers being 89-199 each they are much more cost effective mass solutions.

The new tool on the street is the Google Android based Tablets, the power of the iPad (more actually) with the cost nearing the e-reader. Sure battery life is considerably less but its a move towards on-demand, interactive anywhere learning. With Android systems being open source, it also means that it is easy for a company to commission its own apps without breaking the learning and development budget!

Many of these platforms allow comments, notes etc from both a formal and informal approach to be shared with colleagues thus taking social media off-line and into areas e-learning has not been able to penetrate.

Summary

Social media opens the doors and empowers individuals to learn if they so choose. As organizations it will be difficult to drive it – but we can empower people and show them how to learn.

Informal learning for personal and career development is at last coming of age – thanks to social media and low cost portable technology.

If you have any stories of how you have used social media for your own personal development please add them below, I would love to hear about them.


An Overview of Human Development Issues – Walonick

March 22, 2010

An Overview of Human Development Issues

David S. Walonick, Ph.D.

Each of us invents informal ways of looking at our own and other people’s growth. These paradigms of human development, while obviously lacking in scholastic rigor, provide us with a conceptual framework for understanding ourselves and others. This paper will discuss several aspects of human development, including consciousness, intelligence, learning, memory, motivation, personality and aging.

Psychological models of development

A psychological model is an attempt to map some of the dimensions of behavior. Martone and Fredenburgh (1973) summarize four general models of human development.

1) The Freudian psychoanalytic model view man as an animal caught in a state of conflict between primal urges and civilized forms of behavior. Motivation is a manifestation of subconscious sexual and aggressive urges.

2) The behaviorist model views man as a machine. Learning involves the association of stimulus and response, or secondary reinforces. Classical conditioning theory best exemplifies the behaviorist model.

3) The humanistic model describes behavior as from the perspective of self-perception. The model draws heavily from existential themes. People are in the act of becoming and transcendence.

4) The consistency model stresses the idea that people generally retain the same behavior patterns during their life-long endeavors. This model states that individuals generally follow general principles and courses of action. Cognitive-dissonance theory best illustrates this model.

There is a wide diversity of characteristics involved in human development. The most common paradigm is to view human development from the physiological-psychological dichotomy. Some traits seem to be genetically determined, while others appear to be of a cognitive origin. It is only when we integrate the two perspectives that a coherent picture of development occurs. For example, as the adolescent reaches puberty (a physiological change), there are also accompanying psychological changes, and the emotional needs and drives of the individual change.

Consciousness

British neurologist John Lober has examined several children who were victims of hydrocephalus, or water on the brain. These individuals often have less than five percent of the normal brain cortex, yet they sometimes have higher than average IQ scores, and show little or no thinking impairment. This finding casts serious doubts on the notion that the cerebral cortex is the seat of consciousness. (Talbot, 1988)

Descartes spoke of the dualistic nature of the physical and mental universes. Many modern thinkers have abandoned this way of thinking and have instead adopted a materialistic approach. They believe that the only things that should be studied are the physical components of the brain, and that consciousness can be understood from a biological perspective. The latest approach, called functionalism, is to view consciousness as a structure, rather than a substance.

Physicist Fred Alan Wolf predicts that “the mind will not be found in any physical pattern of our brain material”. (Talbot, 1988, p. 100) He believes that consciousness is a nonlocal entity, and like the quantum itself, cannot be found in any single location. This holistic approach encompasses the idea that all things are somehow connected.

British neurophysiologist Sir John Eccles believes that consciousness exists apart from the brain itself, and he has identified the portion of the brain that might be responsible for the interaction between matter and spirit. (Talbot, 1988) This region, known as the supplementary motor area (SMA), was first explored in the 1920s. Several neurophysiologists found synaptic brain activity in the SMA that preceded muscular movement by nearly a full second. This increase in electrical activity became known as readiness potential.

In 1980, a team of Swedish neurophysiologists Nils Lassen and Per Roland used a new radioactive technique to map brain activity before and during complex motor tasks. They found that intention (the thought of making a movement) began as brain activity in the SMA, and it preceded all other brain activity. Eccles points out that the bursts of activity in the SMA nerve cells were not triggered by other nerve cells in the brain–they originated there. Eccles takes this as irrefutable evidence to mean that “a mental act of intention initiates the bursts of discharges in the nerve cells”. (Talbot, 1988, p. 107)

Michael Talbot describes the activity of the SMA following mental intention as the software of consciousness, while the physical material of the brain is the hardware. The link between intention and SMA electrical activity is the at the “edge of physical reality as we know it, and still something seems to lie beyond”. (Talbot, 1988, p. 110) Talbot believes that something is pure information. This seems similar to Jung’s theory of a universal consciousness. Physicist David Bohm has hypothesized a holographic picture of consciousness, where our brains are somehow interconnected with the rest of the universe. (Wilber, 1982, p. 44-104)

Intelligence

For many years, we believed that IQ tests provided a reliable indicator of human intelligence. We held that they provided an accurate picture of how well a person would do in school. We even accepted their limitation that they were insensitive to racial and cultural differences. However, in 1987 Yale psychologist Robert Sternberg announced that IQ tests only account for between 5 and 25 percent of the variance in scholastic achievement. Sternberg asserts that current tests lack emphasis on practicality, novelty, and creative thinking. “In requiring only the answering of questions, IQ tests are missing a vital half of intelligence–the asking of questions”. (Ferguson, 1990, p.111) In his book, Beyond I.Q.(Cambridge University Press, 1985), Sternberg states that intelligence involves three major components: Context has to do with the ability to adapt to or shape the environment. Experience is the set of learning situations that a person has been exposed to. Components are the structures and mechanisms that underlie intelligence.

New Zealand psychologist J.R. Flynn agrees. He believes that IQ tests measure an abstract problem-solving ability that is sometimes correlated with intelligence, but that true measures of intelligence must involve issues of motivation, cultural context, values, incentives and environmental characteristics (Ferguson, 1990). Flynn studied the results from 14 nations and concluded that IQ scores had increased significantly in the last generation, but he points out several contradictions. For example, American and Norwegian IQ scores went up, while academic achievement in these countries declined. In addition, American students of Japanese and Chinese descent usually had lower IQ scores, but often attained higher levels of academic achievement than their white counterparts.

Benjamin Bloom and colleagues at the University of Chicago studied top performing Americans in six fields. They found that a child’s determination (not innate gifts) was the most important predictor of success. Persistence and eagerness were found to be strongly related to achievement. Bloom believes that these qualities are learned from parents teachers and peers. (Ferguson, 1990)

Drake University researchers Margaret Lloyd and Theresa Zylla presented convincing evidence in 1989 that offering students rewards could increase their IQ scores by up to 14 points. Students were given an IQ test to establish a baseline. A second, equally difficult, IQ test was administered, but half the students were promised prizes for correct answers. Fifty percent of these students showed significant improvement in test scores, while only one-eighth of the students in the other group showed improvement. (Ferguson, 1990)

Piaget’s theory of intellectual development was the first to challenge the behaviorist model. While working on the standardization of a children’s intelligence test, Piaget began focusing on children’s wrong answers. He became convinced that older children were not simple “smarter” than younger children, but that qualitative differences existed in their thinking. He adopted an interview style of investigation, which was substantially different from traditional quantitative testing procedures. Piaget, an epistemologist, believed that we could not understand intelligence unless we studied its formation and evolution in childhood. (Ginsburg and Opper, 1969)

Piaget’s discoveries included the concepts of object-constancy and conservation, or the ability of a child to understand that some physical attributes of objects (e.g., weight, substance, volume) are not altered if the object changes shape. These concepts did not appear to be something that could be taught to a child, but rather, they appeared at a specific age during the child’s development.

Piaget’s put forth many definitions of intelligence, but they all seem to be general…”a particular instance of biological adaptation”, “the form of equilibrium toward which all the cognitive structures tend”, and “a system of living and acting operations”. (Ginsburg and Opper, 1969, p. 14). Intelligence, according to Piaget, involves adaptation, equilibrium and evolution. Operational thinking (or the ability to manipulate abstract concepts in creative ways) is the outward manifestation of intellectual growth. Piaget recognized that emotions somehow influenced thought, but did not explore the concept in his research.

Piaget postulated that all human development involves the biological features of organization and adaptation. Organization is the tendency to systematize our world into coherent structures. Adaptation is the tendency to adapt to the environments through either assimilation or accommodation. We assimilate features of the “external reality” into our own psychological structures, and we adapt our psychological structures to meet the demands of our environment.

Piaget’s understanding of intelligence changed over time. Originally, he was concerned with the development of verbal communication and moral issues. This gave way to a study of the child’s assimilation of various scientific and mathematical ideas such as space, time, velocity, and causality. Piaget’s later thinking is similar to that of author Hans Furth. In his book, Thinking Without Language (Free Press, 1966), Furth states that human intellect grows through contact with the environment… and that this growth occurs even when there is no linguistic system available.

Learning

How we learn has been the area of intense study in the field of psychology. All theories of learning embody the idea of establishing relationships between information.

The connectonist theory of learning holds that a bond is established between a given stimulus and response. This is known as the S-R law. Operant conditioning was first proposed by Thorndike in 1898. In 1913, Watson expanded the theory to include human learning. Classical conditioning theory was developed by Pavlov in 1927 while studying the salivation of dogs in anticipation of food. Instrumental conditioning is said to occur when we repeat a behavior that has been linked with a reward. Skinner (1951; 1953) further developed operant conditioning and explored continuous, interval and ratio reinforcement schedules, as well as positive and negative reinforcement. Shaping behavior involves reinforcing a series of continuously improving approximations of the desired behavior. Skinner (1954) is best known for his support of the behaviorist school and his work with educational teaching machines.

The cognitive theory emphasizes the role of perception, attitudes and beliefs in the learning process. Gestalt theory (Köhler, 1929; Koffka, 1935; Perls, Hefferline, & Goodman, 1951) embodies the two notions that “perception is organized, and that the organization tends to be as good as the stimulus conditions permit.” (Deutsch and Krauss, 1965, p. 16) In Gestalt theory, the whole system contains more than the sum of the parts. The greatest learning takes place as a sudden insight when an individual perceives the gestalt (i.e., organized whole). Field theory (Lewin, 1935; Festinger, 1954) proposed the idea that tension within a person drive the individual to act in ways that will release the tension. According to this theory, learning occurs because a person is driven to reach a goal.

While studying outstanding achievers, Bloom (1985) discovered three phases to the learning process. Phase one was before age ten, where children were exposed to a field more often by circumstance than personal choice. During phase two (10-14 years), children became “possessed” with the field, devoting themselves to prolonged study and training. Finally, in phase three (16-20+ years), they shifted from technical precision to personal expression.

One recent idea of learning was proposed by Marc Bornstein and Mariam Sigman (1987). By observing four-month-old babies, they theorize that visual and auditory attention are good indicators of scores on intelligence tests. Their reasoning is that an alert/attentive child is driven to explore the environment, and thus has greater learning experiences. (Ferguson, 1990, p. 111)

One novel theory of learning is proposed by George Leonard, former senior editor of Look. Leonard believes that the mind-set of a “fool” is most conducive to learning. The fool sees things as if they were being seen for the first time. The baby is allowed to babble (like a fool) and thus learns at very rapid rates. A “beginner’s mind-set” is associated with accelerated learning. (Ferguson, 1990, p. 119)

Human development is undergoing constant change, and is therefore dynamic. It describes the changes which everyone passes through during life. The epigenetic principle states that genetic/hereditary physiological changes lead to developmental milestones which we normally achieve and pass. The critical period hypothesis states that if a change doesn’t happen when it is supposed to, it doesn’t happen at all. (Martone and Fredenburgh, 1973)

Another way of learning

Cambridge biochemist Rupert Sheldrake (1981) has pointed out many mysteries in the field of morphogenesis, the study of how living forms come into being. While it is clear that DNA is the blueprint, we currently have little idea how individual cells differentiate and become various organs of the body. Before a cell differentiates, it has the capability to take on any form or function. How does an individual cell know what to become? Our understanding of regulation, the ability of an organism to alter itself to an unexpected change, is still in its infancy, and we also have almost nonexistent knowledge how regeneration works. (Talbot, 1987)

The problems in understanding morphogenesis encouraged Sheldrake to postulate the existence of a new “morphogenetic field” (M-field). Sheldrake believes that M-fields surround all living organisms and govern their growth and structure. Even more important though, is the proposal that habits and behaviors of a species build up, and through a process called morphic resonance, the information is transferred to the new members of the species. Morphic resonance involves the interspecies transfer of information without a direct genetic connection.

Several astonishing experiments have been done that support this theory. Harvard psychologist William McDougall (1927) ran a series of experiments beginning in 1920 to study how rats performed in a T-maze. Each generation of rats seemed to be able to learn the maze faster than the previous generation. In fact, after twenty-two generations, rats figured out the maze ten times faster than the first generation had. Even more astonishing, rats who were not offspring of the trained rats, also acquired the enhanced learning ability. In other words, it appeared that information was somehow being transferred, although there was no contact between the rats.

Scottish researcher F.A.E. Crew (1930) set out to disprove McDougall’s results. Crew’s rats picked up where McDougall’s had left off. Even though a completely different set of rats was involved, they seemed to have acquired the knowledge of McDougall’s rats. Australian researcher W. E. Agar (1938) ran a similar set of experiments for twenty-five years with identical results. In another set of experiments with fruit flies, English biologist Mae Wan Ho (1983) reported that genetic mutations in one population were acquired by a completely unrelated population. Talbot, 1987, p. 68-70)

If the M-field theory if correct, then human development may involve more that we usually believe. If new thoughts and behaviors were to somehow become habitual in a sufficient number of people, it would become increasingly easier for other members of humanity to “tap into” this information. Biologist Lyall Watson (1979), coined the term “hundredth monkey effect” to describe the critical mass required before information transfer could occur. While studying Japanese monkeys in the 1950s, he observed that when a sufficient number of monkeys learned a new skill, it quickly become part of the repertoire of all monkeys in the colony. Even more remarkable though, the new skill simultaneously became part of the repertoire of other monkeys that lived on different islands.

Watson believes this evidence points to the prospect of a “group mind”, similar to Carl Jung’s theory of the collective unconscious. Sheldrake’s M-field theory has produced heated response from the scientific community. Nature, one of the most prestigious British scientific journals, condemned Sheldrake’s work, calling it “the best candidate for burning”. (Talbot, 1987, p. 77) Sheldrake’s theory, right or wrong, is testable, and we can expect to see future studies in this area.

Memory

Aristotle believed that the formation of memory was like “tracing a signet ring on wax”; it depends to a great extent on the state of the brain. He believed that the young and the old had poor memories because they are in a state of flux, either growth or decay.

The current estimate of the percent of our brain capacity that we use is .01 percent. Our brain weighs a mere three pounds, yet it possess nearly unlimited potential. It contains between 10 and 15 billion nerve cells. Richard Restak (1984) claims that the brain can store more information than all the libraries in the world.

Johns Hopkins neurophysiologist, Neal Cohen believes that memory defines our concept of self. It “pervades all that we do, what we are, our personalities, how we interact with other people…” (Restak, 1984, p. 219) Our behavior is made from our memories, even though we don’t perceive them as such.

Russian psychologist, Aleksandr Luria, a prominent twentieth century psychologist, had the opportunity to test a Moscow reporter known to have a remarkable memory. Writing about those sessions in The Mind of a Mnemonist, Luria reports that the reporter (referred to as S) had a near perfect memory and could recall long strings of random digits thirty years later. S described his technique as mostly visual, but also one of sensory cross-over (synesthesia) where sights, sounds, taste, smell, and feelings would become intermingled. For example, he would speak of the color of a person’s voice. (Restak, 1984)

Luria’s study suggests that memory depends on: 1) the construction of stark and original images, 2) focused concentration at the moment of memorization, 3) practice, and 4) an intense desire to improve one’s memory.

In spite of all the technological progress in computers, it is clear that the mind is not just an advanced computer. The mind has capabilities that the computer cannot begin to imitate. One of the most significant differences is that the mind can easily recognize, complete and correct patterns, as well as accommodate ambiguity. Computers perform these functions quite poorly. Some recent computer programs incorporate a technique known as fuzzy logic in an attempt to model these aspects of the human brain. For example, all people are different, yet, we can easily classify someone as a person. Our definition of what defines a “person” is necessarily vague in order to encompass all people. Fuzzy logic is an attempt to model that intentional ambiguity.

Restak (1984, p. 203) describes the experiments of psychologist M. Cole that showed vast cultural differences in memory. When twenty unrelated words were presented to Liberian rice farmers, they could recall only half of the words. If the words were incorporated into a folk story, their memories improved dramatically. Memorizing unrelated information is not compatible with a Liberian rice farmer’s learning paradigm. It is, however, very much a part of Western education. Additional studies have shown that the ability to memorize seemingly meaningless information is positively correlated with education.

Experiments with different cultures have shown that cultures that rely heavily on verbal communication have better memories than those that depend on written communication. The use of memory systems is strongly correlated with the unavailability of books. Cultures that depend on written records experience a kind of disuse atrophy. (Restak, 1984).

Stanford researcher Gordon Bower and his coworkers reported (1982) that our mood can effect our recall ability. They found that we best remember happy events when we are in a happy mood, and vice versa. Additionally, they found that our mood during the learning process was also the mood that would most likely enable recall. “A given memory record can be retrieved only by returning to that library, or physiological state, in which the event was first stored”. (Ferguson, 1990, p. 122)

In a comprehensive report Remembering and Forgetting: An Inquiry into the Nature of Memory, Edmund Blair Bolles (1988) points out that ancient and medieval cultures frequently used memory a system to help the recall extensive information. The system involved associating visual imagery and a particular space. By the 1300′s, paper had become readily available, and as we became increasingly reliant on paper, our memories deteriorated. Bolles believes that learning occurs when we pay attention to those things which deny our assumptions. He maintains that “honest and responsible remembering is a product of a lifetime of practice. It doesn’t just happen; it demands commitment”. (Ferguson, 1990, p. 122)

Researcher David Meir (1984) conducted a year-long study of students from the University of Wisconsin. On a simple recall test, students that used mental imagery performed 12% better on immediate recall, and 26% better on long-term retention tests. Furthermore, the more senses that are involved in the learning process, the greater the retention. At the Center for Accelerated Learning, Meir uses a variety of techniques to construct a total learning environment, including a relaxing environment, high-energy involvement, music, games, songs, positive suggestions, and humor. (Ferguson, 1990)

There are two parts to the process of memory–storage and recall. Many researchers believe that we store all our experiences. Considering the vast amount of information that we are exposed to during our lifetimes, this is truly an enormous task. Karl Pribram (1969) of Stanford Medical School developed a holographic theory of the brain to explain how this is possible.

Working with Karl Lashley (1950) on a series of experiment with rats, Pribram hypothesized that memory is not stored in a specific location in the brain, but rather, it is distributed in some manner throughout the brain in the same manner as a hologram. Physicist David Bohm supports Pribram’s holographic theory, and believes that the entire universe operates in a holographic fashion. (Wycoff, 1991)

If we are storing all experience in our brains, then why can we not recall everything? The main reason that we forget information is interference. Experiences interfere with each other, and recall diminishes because the retrieval patterns are lost.

In her book Mindmapping, Wycoff (1991, p. 17) states that there are four primary ways that we can improve memory:

  1. Repetition is the customary method of learning. There is no doubt that it works, but it may not be the most effective method.
  2. Association involves linking a piece of information with some other information already in our memory.
  3. Intensity refers to the emotional content of information. Information that has strong intensity or emotional content will be more easily remembered.
  4. Involvement of more than one of our senses will help memory. The more senses that are involved, the easier it will be to remember. Working with information increases the chances of remembering it.

Motivation

The homeostatic model of human motivation states that biological “need” is the driving force behind behavior. (Thorndike, 1898; Watson, 1913 ) The theory views a “need” as physiological deprivation. The psychological consequence of a need is “drive” (motivation). The need-drive theory specifies the sequence of events as: 1) need, 2) drive (tension), 3) goal seeking behavior, and 4) drive reduction.

The meta motivational model expands on the homeostatic model. (Fromm, 1941; Maslow, 1954; Allport, 1955) It agrees that physiological deficiencies (D-motives) are primary in nature. It states that once physical needs have been met, there are other being-needs (B-motives) that add to our sense of being. The hierarchy of needs from low to high is: physiological, safety, belongingness, esteem, self-actualization, knowledge, understanding, and aesthetic. The theory acknowledges that the ranking of the needs might not be the same for all individuals.

A activation model of motivation is based on the idea the brain produces “motivation neurochemicals” in response to environmental stimulation. (Luria, 1973; Brown, 1976; Blackmore, 1977) This theory stresses that perception (through receptor organs such as eyes, ears, nose, etc.) cause neurochemical changes that create an optimal level of excitation in the brain. It embodies the idea that internal stimulation (thoughts) can also provide neural excitation.

The doctrine of instincts states that all humans are born with species specific behavior (instinct). (Martone and Fredenburgh, 1973, p. 105) The theory encompasses the idea that there is a critical window where specific behaviors develop. If some negative influence prevents it, then the behavior will never occur or it will be retarded. Once the behavior occurs, it will be very resistant to extinction. The theory states that individuals become ready for certain information for brief stages during their development. Failures to grow during these critical periods are, for the most part, irreversible. (Piaget, 1952)

Drives that exert a positive influence on behavior are called appetitive drives. Examples are eating to satisfy hunger, or drinking to satisfy thirst. Food and water would be called primary reinforcers because they directly address the depravation. Aversive drives exert a negative influence on behavior. An example would be avoidance behavior. (Martone and Fredenburgh, 1973, p. 110)

There are many alternatives to drive theory. Incentive theory promotes the idea that incentives pull the organism, where drives push the organism. (Janis and Gilmore, 1965) Reinforcement theory states that whatever motivates behavior also reinforces (rewards) it. (Miller and Dollard, 1941; Hull, 1943) Cognitive dissonance theory (Festinger, 1957) embodies the idea that we attempt to maintain consistency in our attitudes, beliefs and behaviors. When two items are in conflict, the dissonance that exists in our minds provides the motivation for behavior.

Personality

In the 5th Century B.C. Hippocrates proposed the idea that personality and physique are related. In 1942, Sheldon and Stevens developed a numerical method of classifying body types based on bone and muscle structure. (Fryer, et. al., 1954, p.207; Engle, 1964, p. 157) Three temperaments (personality types) were associated with physical characteristics. This led to the idea that personality is constitutionally (genetically) determined. In spite of the unpopularity of the theory, some researchers have found evidence confirming that personality is correlated with physique. (Martone and Fredenburgh, 1973)

Most researchers, however, believe that personality is a function of both genetics and environment. Monozygotic twins have identical genetic structures because the egg splits into two parts during the first cell division. (Martone and Fredenburgh, 1973). Their twins physical characteristics and intelligence are very similar, yet, personality differences emerge due to social forces. Personality traits express the uniqueness of our individualities.

There are two opposing theories to describe the development of personality traits. One explanation known as the gene block theory (Cooley, 1902; Tarde, 1903, McDougall, 1908; Ross, 1908) maintains that genetics is responsible for personality differences. The opposite view is described by sociocultural theory (Watson, 1930; Lewin, 1935), where cultural experience creates a mold for the personality. Both theories are correct. (Hebb, D., 1966, p. 192-196)

Personality traits are often classified by category. Examples of categories are: sociability, emotional stability, objectivity, friendliness, and thoughtfulness. Others have described personality traits as consisting of bipolar dimensions. People are viewed as falling somewhere on a continuum between two extremes. Examples are: bright vs. dull, calm vs. unstable, radical vs. conservative, insecure vs. confident, and suspecting vs. accepting.

Aging

There do not seem to be any universal rules about aging. Cognitive aging, however, does involve a reduction in the number of active brain cells. This somehow interferes with short-term memory, while leaving long-term memory relatively intact. CAT scans of very old people confirm a measurable loss of brain cells, resulting increased difficulty in new learning. (Restak, 1984) It is important to note, however, that intelligence grows through the middle ages, and there is no marked decline in I.Q. until after seventy years of age. (Martone and Fredenburgh, 1973) Less that 5% of those over age sixty-five have any significant memory impairment. (Ferguson, 1990)

University of Michigan gerontologist Marion Perlmutter believes that growth continues throughout life, and that “mental decline is not the result of aging.” (Ferguson, 1990, p. 198) During a study of people over eighty, Perlmutter discovered societal biases against the elderly. For example, when young people spend more time on a problem, we call them thoughtful, where an older person might be called senile. As Perlmutter points out, spending more time in thought may be a demonstration of greater wisdom.

Modern research indicates that some forms of intelligence show steady improvement throughout a person’s life. (Hutchison, 1986, p. 44) The term crystallized intelligence was coined by psychologist Daniel Goleman (1984) as “a person’s ability to use an accumulated body of general information to make judgments and solve problems”. Goleman believes that being mentally active, educated, and flexible are the factors that enable continued intellectual growth. Horn’s findings confirm that older people are better able to incorporate a wider variety of information in problem solving.

Alex Comfort, author of A Good Age (Crown, 1972) believes that 75% of the “aging” in this country is cultural self-fulfilling prophesy made up of folklore, prejudices, and misconceptions about age. Comfort states that many physical illnesses are misdiagnosed as “old age”, and his reasoning was embraced by the National Institute of Mental Health. A Presidential Commission on Mental Health concurred, and stated that “sick old people are sick because of illness, not because of old age”. (Ferguson, 1990, p. 200)

University of Wisconsin researcher Dean Rodenheaver (1983) describes two seasons of love in an adults life. Generative love is of family and home and often makes sacrifices for the next generation. Existential love comes only with greater maturity, and it involves a deep awareness of the fleeting nature of life. (Ferguson, 1990)

Harvard psychologist Ellen Langer points out that shared cultural beliefs about aging are so strong that they become shared realities. She believes that our beliefs directly affect our aging process. In her book Mindfulness (Addison, Wesley, 1989) Langler cites a 1970′s study where researchers created an 1959 environment for the research participants. Men between the ages of 75 and 80 were placed in the environment and shown pictures of themselves as they had been twenty years before. Within a few days, participants showed a marked “decrease in apparent age”, both psychologically and physiologically. Biological changes included increased finger lengths, sitting height, improved manual dexterity, and improved vision. Langer concludes that mindfulness (remembering to pretend) is sufficient to produce youthfulness. (Ferguson, 1990)

Researchers Margaret Linn and Kathleen Hunter (1979) of the Veterans Administration Medical Center in Miami, Florida interviewed 150 people that were 65 or older. They found that self-perceptions of one’s relative age are an accurate indicator of psychological functioning. People 65 or older were asked the question “Compared with others your age, how do you feel?”. Those who viewed themselves as younger had greater self-esteem, more life satisfaction, were of a higher social class, and had better health. The most important finding of this study was that people who feel that they have control over their own lives, also feel younger. (Ferguson, 1990, p. 199)

Neurophysiologist John Lilly in The Center of the Cyclone (1972, p. 9) reverberates Linn and Hunter’s findings. “What one believes to be true, either is true or becomes true in one’s mind, within limits to be determined experimentally and experientially. These limits are beliefs to be transcended.”

If we continue throughout our lives to expose ourselves to new experiences, to take on new challenges, and to be flexible to change, then we set the stage for our continued growth. Furthermore, even if we let certain intellectual skills go dormant, they respond quickly to an enriched environment.


© Dr. David Walonick – used with permission
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The brain & learning – what bit does what

March 2, 2010

The brain & learning – what bit does what?

1.0: Introduction:

Without diluting the importance of the concepts involved in this article which would be discussed in a scientific manner as they demand, we would start it in a lighter vain with a story. The story may apparently look like a little disjointed  but a reflection on it would bring out its relevance as this article relates to the brain and it may be necessary understand the unpredictable  ways it functions. Chemical balance in the brain is reported to be playing a crucial role in determining the orderly behavior of human beings and when there is a wrong or excessive input of chemicals, it can cause havoc in the behavior of the individuals which can even make them criminals. ‘Accelerated Learning’ can be considered, in a sense, as chemicals and its inputs into the learners mind should be carefully crafted for which an adequate knowledge of manner in which the brain functions should be understood. We do not have any doubts about the relevance of the story as it had appeared in a website which deals with ‘Accelerated Learning Techniques’. However, we do not have an idea as to whether it is real or imaginary. Let us come to it with out any further delay.

1.1: A Gardner and his employer:

An aristocratic lady engaged a Gardner obviously, whose credentials were unblemished. Every morning he got the instructions for the day’s job which mainly related to spraying of insecticides on the plants and flowers and went about it without making any big issue out of it. In one such morning which incidentally was also hot, he felt a need to relive himself and having decided not to bother his employer with a request to show him the rest room, he went about this act by defacing one of the walls of the garden. Unfortunately, not for him, but for the lady, the reason of which we would come to know about as we read it through, the lady made an unscheduled visit to the garden and chide him off. Much to her aghast, he attacked her with a gardening tool which must have been quite sharp as it killed her. He was tried for murder but his defense consul submitted that his client had lost liquids due to the hot morning and inhaled though inadvertently some of the insecticide spray meant for the plant. The chemical ingredients of the spray had changed his character transforming him from a sober and well behaved gentleman into an aggressive person which made him to indulge in this unholy activity. That he was acquitted is beside the point but the crucial point for the purpose of this article is that mind or brain is an ever changing chemical soup and though improvements could be brought out by, changing the soup yet it would not always guarantee positive results. If one inhales the wrong chemicals, it would mean ruin of one’s proper behaviour in the conduct of life and on the contrary inhaling the right chemicals would turn him or her into a genius. Well, what is the connection between this and Accelerated Learning or the Multiple Intelligence Theory of Howard Gardner or for that mater the Super learning techniques? The answer is that they all try to inject the right chemicals into the brains of the learners to make them extra-ordinary, if not, genius.

2.0: The Brain and Learning:

Now, we would get into the analysis of the subject much more seriously  which is the objective of this article as such an analysis would enrich the understanding of  all of us  of the role the brain plays in refining ‘Accelerated/Super learning techniques.

Brain research indicates that for effective learning, both body and mind should be involved. According to Zull (2002), the body and brain interacts in two distinct manners. The nervous system spread over through out the body continuously keeps the mind appraised of what is happening within the body at any moment. Secondly, the hypothalamus sends the chemical (the importance of our story could be understood from this) messages through the blood stream which creates feeling ranging from exhilaration to depression. The chemical composition or chemical like factors determine the behavior of the brain.

2.1: Gender difference in the Learning Process;

It may be of interest to know what the research thinks of the influence of gender in the brain learning, because, it directly influences the refinement of techniques. Two prominent educational researches, Nunley (2004, 2003) and Sax (2005) appear to be holding opposite views in this regard. Nunley opines that there is no difference between them and it is the variation among individuals that matter the most. On the other hand,   Sax has argued that gender difference does bring in a structural difference in the way the brain is made up of and hence different techniques would be needed in the designing of educational programmes to bring in the best in respective genders. For the purpose of this article, suffice to say for the purpose of this article that the debate between ‘nurture’ and ‘nature’ continues so that we can concentrate on some of the other important issues. Nevertheless, it may be of interest to note that Nunley believes that behaviour and learning patterns get to be established in the early part of life.

2.2: What bit does what?

The hypothalamus is considered the primitive region in the brain which is believed to be driving behavior. It is the reservoir and takes charge of such Intuitive traits as anger, aggression, fear etc. When any one of them is triggered, it acts, rather reacts fast producing the famous ‘fight-flight’ response. In addition, it controls such functions as hunger, thirst, sex drive, keeping the body temperature in balance and the hormonal system. That bid known as ‘amygdale’ is found to be responsible in generating feelings of love, jealousy, attraction, (and getting attracted) and kindness. By performing the functions of forward and  backward link,  the  ‘hippocampus’  acts as a connector  between  amygdale  and hypothalamus forward and in the process aids the formation of new memories. In the hierarchy of god’s scheme of things, ‘the top layer of the brain is occupied by ‘cerebral cortex’ and it is in fact the focus of the researchers as it carries an ocean or possibilities for learning.

2.3: How does the above matter for Accelerated/super learning techniques:

Well, your question is genuine and here are the answers.

All the human being and learners without exception want to be bestowed with a feeling of control in order to ensure their survival in this world and hypothalamus not only precisely but in a scientific manner fulfils this function. A precondition for learning is the creation of trust and safety (not necessarily, in that order but both are needed) in the students in a learning environment. The importance of Gardner’s Multiple Intelligence or principles of Accelerated or Super learning techniques acquire significance in this regard, as learners accomplish this control when they have a choice of activities. Through such a process, the learners take control of their behaviour as cerebral cortex facilitates rational and logical thinking. The Accelerated/Super learning techniques, multiple intelligences as logical, linguistic, musical, inter-personal, kinesthetic  among others  strive to fulfill the golden rule that “every student deserves a special education” (NUNLEY, p.9).

2.4: The need to be bold to acknowledge gender difference:

Sax is rather emphatic in the statement about the prevalence of innate differences in the brain structure between the sexes and further emphasizes that it is high time that one comes out of the chauvinistic bent of mentality that stands in the way of acknowledging the existence of such differences. If learning is not ‘ gender neutral’, the learning techniques cannot also be ‘gender-neutral’  and consequently gender stereotypes would produce only promote mediocrity in leaning that serves neither the men nor the women.

2.5: The implications:

The research in the activities of the brain especially relating to the brain is bringing out more and more the fundamental difference in its stricture between men and women. In the men, the left hemisphere of the brain specializes in the learning of languages and the right for recognizing spatial concepts where as in women the asymmetry is much less noticeable (SAX, 2005). “Medical Research in the stroke patients further support the above in bringing  out the manner the male and female brains are organized, with the functions more compartmentalized in male  and more globally distributed in female brains respectively” (SAX, p.12). Without getting more technical, let us look at some of the implications of these.

The above evidences suggest that females are better equipped to interpret facial expressions than their opposite sex and this is further reinforced in the observations that infant girls prefer to look at people’s faces directly. To put it succinctly, females are better at trying to find answers to ‘what is it’ whereas the men try to find answers to ‘where is it going’?

3.0: Conclusions;

The more we probe the more would it be interesting but we have to bring this article somewhere to a logical conclusion. It could be seen when the key words regarding brain learning is typed into any search engine one is swamped with the functioning of the right and left hemisphere of the brain and how they have  to be utilized for achieving a harmonious learning. We differ from the rest in that we need a fresh thinking from the sterol-typed manner these sensitive subjects are treated. We promote human resources and hence our approach is towards tapping it consistent with new research rather than repeating what is already going on…

Accelerated/Super learning  techniques or for that matter if one were to realize the full benefits of the hard work of Howard Gardner’s Multiple Intelligences, according to Nunley  (as at least we infer) one  should focus on the development of the faculty of  critical thinking. Again, like the exercise which is needed to keep the muscles from attrition, the brain also needs exercise to keep it active and achieve maximization of performance.

Broadly, a learning programme should consist three layers, namely, (a) gathering information and knowledge, (b) applying, acquiring, and demonstrating the mastery of them and (c) transform them into critical thinking. In what bit does what, we can conclude while not undermining the other parts of the brain, it can safely be said  that the ‘cerebral cortex’ should be engaged the most in order to maximize learning.


References:

 

Nunley, K (2003): A student’s brain: The parent/teacher manual, Morris Publishing, Nebraska
Sax, L. (2005): Why gender matter, Doubleday, New York
Zull, J. (2002): The art of changing the brain, Sterling, VA: Stylus Publishing.


Lozanov on learning “double plane”

March 1, 2010

Lozanov on learning “double plane”

1.0: Introduction:

Two chief impediments identified by both educational scholars and trainers of Human Resources to learning are inattention of the learners and passivity of the teacher/trainer. In the words of accomplished American Psychologist William James, W (1890),  ‘the faculty of voluntarily bringing back a wandering attention over and over again is the very root of judgment, character and will…………….An education which should improve this faculty would be the education par excellence. ‘Wandering attention’ afflicts all learners in every walk of life, the student, and the executive, rich, poor, the bright, and the dull. It can in fact be summed up as the bane of education and many a training programs. Perhaps tired with the instant fixes the western system has been unsuccessfully offering over a period, sensible educators and trainers have been revisiting the traditional wisdom. It is no exaggeration, if one were to say,  that they are rediscovering the age old quotes  and techniques of  Lozanov, the Bulgarian Psychiatrist turned educator, who redefined the methods of ‘educating’ as against ‘education’ out of which concepts like  ’Accelerated /super learning techniques’,   ’Multiple Intelligence Theory’  and numerous variations of them have been born.

In this article, we propose to deal with at a greater in detail one of the path breaking techniques of Loznov through the method of learning ‘double plane’

2.0: The concept:

In a learning environment, Loznov stresses the importance of both suggestive and de-suggestive techniques (Lozanov, G, /www.vobs.at). According to him, suggestions are of two types, viz, the direct, and indirect. In a learning environment, the direct one focuses on the conscious process which one normally finds in the current educational system where the teaching takes place through the printed materials  (e.g., text books) and oral instructions of the teacher. This has limited applicability because of the resistance of the learners arising out of the vulnerability from the set-up. The scope for learning through indirect suggestion is vast and this is what Lozanov terms as the ‘second or double plane’ of communication. In simple terms, it denotes the existence of a variety of communication factors, as voice ,  tone (intonation), body movements, the facial expressions, to mention a few of them, which are outside one’s conscious awareness. The other indirect effects which have a bearing on the indirect suggestions relate to the arrangement of the class room by taking into account such factors as lighting, sound, and other decors. All the factors in the communication learning environment act as a communicative stimuli at some level of non-specific mental activity which acts on the Para-conscious level. i.e. at the level of set up. The more a teacher/trainer can do to deliberately   orchestrate the unconscious  as well the conscious factors in a given environment, the greater the  chances to ‘de-suggest’ to the learner which would enable him/her to come out of the conditioned and involuntary patterns of the ‘inner set up’ and open the access to the tapping of their mental reserves.

3.0: How barriers inhibit the learning process:

All human beings have built in themselves anti-suggestive barriers and the aim of Lozanov’s ‘double plane learning’ is to accelerate the learning process though the removal of such prior conditioning in them. The challenge lies in the enabling of the individuals to by pass the social norms and open up to the development of the personality, as according to Lozanov himself, the human beings innately protect themselves with psychological barriers in the same way an organism protects itself from physiological barriers. They are reflected in the following ways:

An emotional anti-suggestive behaviour would reject any suggestive inputs that may produce a feeling of lack of confidence and or insecurity. This emanates from the set up in every individual.

A rational faculty anti-suggestive barrier through a conscious critical thinking rejects suggestions which it perceives as unacceptable. The teacher/trainer faces an extra-ordinary difficulty in unmasking this due to the fact that it is disguised in the emotional barrier.

An ethical barrier is culture sensitive in that it rejects any things which are not in conformity with one’s culture and as a result, the personality does not open.

Practical examples of the above are illustrated below:

______________________________________________________________________

Barriers to Suggestions              The Reaction

________________________________________________________________________

Emotional                                I won’t carry out this act, though, I cannot really

explain the reasons for it. It makes me feel uneasy,

thanks for your asking, but I would rather not

Critical                                      This is not possible by me, may be others can do

that, but that does not mean I can do, please not

ask me to do it.

Ethical                                       It is not fair, that means being dishonest

4.0: The Application of the concept in a real setting:

The hall mark of his above technique is the realization that in order to over- come the barriers one has to comply with them. This may appear ironical and contrary to reality but a lack of understanding of this fundamental tenet as applied to accelerate learning technique in this context would nullify the effects of suggestions which would be doomed to failure negating the very objective of education or training.

Once this is  understood, the teacher/ trainer is poised towards accomplishment of their goals, as a positively suggestive authority can be used as a highly effective tool in the accomplishment of such goals provided it is used with care. The authority which Lozanov mentions has nothing to do with authoritarianism and is the ‘non-directive prestige’, through which the imparter of skills creates an atmosphere of confidence and innate desire to follow the set example. For this, the teacher/trainer should themselves be an embodiment of values and attitudes which they preach about. When there is a union in the many levels of communications of the teacher/trainer, they become believable, trustworthy in the eyes of the learners which make them to follow the path of their mentors.

The physical environment, the quality, sincerity and dedication of the teacher/trainer,  imbibed with a ‘double-plane behavior’ with a demonstrated mastery in the usage of suggestive language ( be it may in intonation, facial and or body expressions) combined with music have been stipulated as essential conditions by Lozanov  in the successful accomplishment of ‘double plane’ accelerated learning.

4.1: Role of Classical Arts:

In Lozanov’s scheme of things, ‘Classical Arts’ occupied a central role in the ‘double plane’ accelerated learning. This could be in the form of music or dance and in fact, he had adopted the terminology, ‘adagio’ which in effect meant ‘ a sequence of well-controlled, graceful movements performed as a display of skill’.

According to Racle (1979) who reiterated his stand on music postulated ‘that fine arts being the highest form of suggestion, the arts must be integrated with teaching. According to Lozanov (1977, 1978) that peripheral perceptions exist in millions of different art forms and he had demonstrated their effectiveness in aiding the learning. He further postulated that when the learners listen to music or watched a performance, the impact gets directly into the subconscious mind. It is not just the music as pointed out earlier. In short, to him, all the Accelerated Learning teachers/trainers should think of themselves as artists in that their role is one of ‘orchestrating the learning environment’.

5.0: Conclusions:

The beauty of Lozanov’s amazing contributions lies in the fact that his discoveries combine elements of pedagogy, psychology, and neurology. Translated in ordinary parlance, they mean activeness, meaningfulness, the classic arts, the simulation of both the cerebral hemispheres of the brain and the conscious as well as unconscious working of the mind. It blends learners’ autonomy with the teacher/trainer’s authority. The fundamental to the learning process is the ‘human being’ and not the ‘contents’. It is an appropriate answer for the currently flawed learning methods in which the ‘text’ is stressed and not the ‘intelligences’ a learner possesses. It also makes the teacher/trainer an integral part of learning and makes the traffic a two way process with an absolute ban on signs of ‘no entry’.

References

James, William, (1890): The Principles of Psychology, New York, Holt
Lozanov, G. (1977): The Bulgarian experience.  The Journal of Suggestive-Accelerative Learning and Teaching, 2 (3&4), 85-95.
Lozanov, G. (1978): Suggestology and Outlines of Suggestopedia.  New York, Gordon, and Breach Pub.
Lozanov, G. (1978): Suggestology and Suggestopedia: Theory and Practice:  (Working document), Sophia, Bulgaria: United National Educational Scientific and Cultural Organization.
Lozanov, G. (1978): The Suggestological theory of communication and instruction.  The Journal of the Society for Accelerative Learning and Teaching, 3 (1), 51
Lozanov, G. (1991: On some problems of the anatomy, physiology, and biochemistry of cerebral activities in the global-artistic approach in modern Suggestopedagogic training.  The Journal of the Society for Accelerative Learning and Teaching, 16 (2), 101-107
Lozanov, G. Suggestopedia – Decongestive Teaching: Communicative Method on the Level of the Hidden Reserves of the Human Mind, online edition, (www.vobs.at/ludescher/pdf%20files/SUGGESTOPAEDIA%20-%20book.pdf), accessed on 5th Feb 10
Racle, G. L. (1979): Music, pedagogy, therapy, Suggestopedia.  The Journal of the Society for Accelerative Learning and Teaching, 4 (3), 133-146.


A General Introduction to Accelerated Learning Techniques

February 22, 2010

A General Introduction to Accelerated Learning Techniques

1. Conceptual clarity:

It is seen more often than not the term Accelerated or Brain Friendly Learning Technique is used in a loose manner to mean ‘any learning activity’ that expedites the learning process. While it encompasses within itself an activity of learning, yet it does not convey the true import of the concept whose objective is to teach the whole person in order to impart the core elements to the learners (students) which would empower them to absorb elements of what is being taught in a faster, effortless and consequently an enjoyable manner. The crux of the concept thus can be found in the retention of what is learnt.

“Suggestology’ is the popular name assigned to the concept as following the path breaking work of Dr.Georgi Lozanov [1] to whom the origin of the  theory is credited with. He had applied Accelerated Learning Techniques to teaching of a foreign language to non-native students through methods of relaxation, visual arts, and music. Students were taught vocabulary words ranging any where between one hundred and one thousand with an astonishing success rate of 98%. The objective of this paper is to briefly describe the theoretical foundation and follow it up with various techniques which are prevalent in the field of Brain friendly Learning. Kinesthetic learning, multiple   intelligences, mind mapping thinking skills, suggestopedia (expanded from Suggestology) are some of the other or associated key terms used to describe Alternate Learning.

2. Theoretical Framework:

The Suggestology Theory espoused by Prof.Dr.Georgi LozanovKinaesthetic was systematically developed by his followers who believed that ‘suggestion’ drives the core elements of Accelerated Learning. Researchers and Authors like Prichard et al (1980), Caliendo, (1990), Dhority, (1991) and Berkowitz (1993) all opined that a major responsibility is caste on the teachers to follow it in their teaching. This arose out of their belief   in the ‘Pygmalion effect Metaphor Theory’  of Robert Rosenthal[2] which had established that   their (teachers)  unconsciously generated cues have an impact on the pupils’ feelings about themselves `and their academic performance. In essence the contribution of these theorists to the subject is the establishment of such tenets as ‘the medium is inseparable from the message’, ‘Students do not care what you know until they know what you care’ and an expanded version of ‘Suggestology’. ‘Suggestopedia’ was born incorporating elements of consciousness, emotions, gestures etc.

In combination of what was discussed in the foregoing paragraphs, the techniques of Accelerated Learning were developed on the theory of ‘Perceptual Modality’. In simple terms, it refers to the way human bodies assimilate information. It relates to auditory, visual, and kinesthetic and feels through touch styles. Howard Gardner, 1993), grouped them into seven intelligences:

  1. Verbal linguistic, (which arranges words according to meaning and order),
  2. Musical (implying sensitive to pitch, melody, rhythm, tone),
  3. Mathematically logical (treating it as amenable to reasoning, pattern, and order)
  4. Spatial (capable of perceiving the world accurately based on which making attempts to re-create aspects of that world),
  5. Bodily kinesthetic (applying nimbleness to the movement of various parts (say hands) of the body in the process of learning)
  6. Inter-personal (exhibiting traits of skills while interacting with other) and
  7. Intra-personal (implying understanding one’s own emotional life as a means to understand self and others).

3. A general presentation of the Techniques:

Since the objective of this paper is to provide an overview of the techniques that are found to be of great utility in Acclimated Learning, it would be presented in a capsulated form. These techniques point to the conclusion that they increase the rate of learning. While the techniques could be wide ranging, all of them strive to achieve one objective, viz, what is learnt should be learnt in a least painful and most enjoyable manner and should be etched permanently in the memory of the learner enabling instant recall.

(a) Memory hooks:

This technique is based on the principle of bonding two pieces of information expressed in the construction of a sentence through interconnecting a theme with words that follow logically each other. .It may be odd but true for, in order to make the learners to succeed in the improvement of their memory, they have to be tuned to think like idiots. In a British context, considering this may be useful. ‘Persil always washes whiter’. The key theme of this technique is ‘the funnier or more emotional, the better’.

(b) Call it out loud:

It combines three perceptory sensors, viz, visual, aural and body movement. The written material represents the visual, hearing one’s voice the aural and muscular (body control) by using one’s own voice.

(c) Emotional display

It follows the same principles listed above with the only variation by allowing emotion to act as a catalyst.

(d): Break or chunk into different parts:

In this technique, the material is broken into different segments. A simple way is to refer the way the American telephone numbers are arranged. (E.g., 605-811-8666 in which an additional emphasis is made by creating a memory hook for 605).

(e): Tell it through a Story:

Stories play a larger than actually acknowledged place in impacting the learning psyche of the human beings. A vast array of human activities is based on stories. For instance, they form the basis of religions, mythologies, gossips in a variety of conceivable settings, say family gatherings, office work, private conversations etc., when the user himself/herself is included in such stories; the visual component acquires an unprecedented sharpness.

(f) Body Movements:

The memory becomes sticky when the limbs are used in coordination with each other when acting out in the process of learning.

Conclusion:

In a brief paper of this type whose objective is to present the essentials, a choice has to be made between desirability and feasibility. Obviously, the choice is feasibility. Exercising this option, what the paper has done is to highlight the relevance of Accelerated Learning as a replacement to the conventional methods of teaching of ‘chalk and talk’ and its development has been traced to important theories and practical application of it to a few highly relevant techniques.

References:

Berkowitz, E (1993): Dimensions of teacher affect in four accelerated learning language classrooms; An Ethnographic Study, Doctoral Dissertations, University of Houston, Houston, TX

Caliendo, G.L. (1990): A Profile of Six Accelerated Learning Language Teachers of Suggestopedia, (ALTOS) at a selected Language and Cultural Center, Doctoral Dissertation, University of Connecticut

Dhority, L (1991): The Act approach: The artful use of suggestion for Integrative Learning, Berman, Germany PLS Verlag GmbH

Howard Gardner (1993); Frames of Mind: The theory of multiple intelligences (10th anniversary edition), New York Basic Books

Prichard, A & Taylor, J (1980): Accelerated Learning: The Use of Suggestions in the Classroom, Novato, CA, Academic Therapy Publications

Some useful further readings are suggested below:

‘Embracing the Wide Sky” written and published by Daniel Tammet and Hooder and Stoughton respectively provides a general over view of the subject.

‘The Amazing Memory Book’ written and published by Dominic O’Brien and Thunder Bay Press respectively covers the subject in an extensive manner.

‘The mind of a Mnemonist’ is referred  because it is the one which stimulated Oliver Sacks’ writings and whose book ‘The Man Who Mistook His Wife for a Hat’ would not only make an interesting and useful  but also an enjoyable reading.

Website: http://www/ericir.svr.edu is the official website for the Educational Resources Information Center (ERIC) is one comprehensive site which may cater to the multiple needs of researchers and practitioners.


[1] Dr. Georgi Loznov, a Bulgarian by birth, a Psychiatrist by qualification and an Educator by design is treated to be father of the concept of accelerated learning.

 

[2] Rosenthal R & Jacobson L. Pygmalion in the classroom: teacher expectation and pupils’ intellectual development. New York: Holt, Rinehart & Winston, 1968, 240 p. [Harvard Univ., Boston, MA and South San Francisco Unified Sch. District, San Francisco, CA]. According to social Sciences Citation Index (SSCI) that this Book has been cited more than 700 times since 1968.


Twitter as a marketing & CRM tool

December 29, 2009

Twitter: your CRM & marketing channel

Its about more than just followers…

Over the past 12 months in my twitter contributions I have often included tips to help those involved in using twitter for their business (marketing). I often get requests to publish a full set – so here is a list of my current thinking about using twitter as a tool for building relationships for future business. In no particular order (other than alphabetical)…

  1. Add value – share interesting or useful info, blogs etc
  2. Add good description & link for something that would be too short in a post
  3. ALWAYS keep it clean & professional
  4. ALWAYS professional NEVER personal unless it is praise or thanks 
  5. As far as getting followers goes; I find just being friendly and helpful does wonders. And of course shared interests help to.
  6. Be honest. Have fun. Don’t try to sell anything.
  7. Big followers – does not mean many listeners – the RTs tell that story
  8. Change your BIO regularly
  9. Change your twitter habits – make sure you don’t include links in most of your tweets, some tools treat this as spam & unfollow
  10. contribute positively to conversations going on inside twitter
  11. Don’t follow more people than you can handle. If you’ve got too much going on, you miss a lot of the good stuff.
  12. Don’t expect Twitter to deliver revenue alone, it is only ONE element of the strategy
  13. Efficient is the key to Twitter. short & sweet. Basically, get right to the point.
  14. Even an attentive follower won’t read all your messages
  15. Follow people who are in your field or area of interest
  16. Follow the advice of people that have demonstrated competence – not think they know how to…
  17. Frequent Twitter updates demand desktop or server side clients
  18. funny, informative and catchy: choose two.
  19. Getting followers is not a right its a privilege
  20. Give – don’t take
  21. Have an avatar (picture) of your face or company logo
  22. Help promote the dreams of other people, and they may return the favour
  23. If someone RT re-Tweets a message – send them a thank you
  24. If you are going to auto DM only send a welcome message
  25. If you post info of any kind, leave plenty of room for retweeting
  26. In marketing messages use appropriate keywords
  27. Interact and communicate with others, it’s a social media tool, so be social
  28. Its not the number of followers but the number of Re-Tweets you get
  29. Join the conversation, there are too many blog promoters on twitter who just broadcast. Learn @ and start networking :)
  30. Keep it short ;-)
  31. Keep your Twitter updated and the followers will come. Stay up-to-date and you will reap the benefits.
  32. Learn what people care about
  33. Limit what you automate
  34. Look beyond the obvious (traffic, sales etc.) Add value. Build relationships. Think LONG term.
  35. Make sure your BIO is up to date and human
  36. Make use of other Twitter tools to make the most of Twitter (and so it doesn’t suck up all your time)
  37. NEVER DM a request to follow you on another social networking site ie FaceBook
  38. NEVER DM or tweet a MLM program
  39. NEVER DM or tweet a traffic follower program
  40. NEVER sign up to any of the Twitter ad services-it undermines your position
  41. NEVER tweet when drunk, angry or think you have just won the lottery!
  42. NEVER tweet cat or baby anecdotes!
  43. Occasionally ask people to RT a post, if you ask every time they wont
  44. Only @ people you know – & only with a link if invited, otherwise its SPAM!
  45. Only promote your services less than once every 10-20 tweets
  46. ONLY use a DM for personal messages or if you must to welcome a follower
  47. Open up a bit.ly account for short URLs
  48. Please report (@spam) unfollow & Block Twitter Spammers
  49. Remember what you tweet is around for ever!
  50. Rerunning tweets occasionally is a good idea
  51. Respect the people you follow. Be interesting. Listen first, tweet second. Never waste words
  52. Set your wallpaper to promote your message
  53. Share interesting resources, not just what you ate for lunch. Twitter often, and use it to test potential blog topics.
  54. Share links, share ideas, ask questions, answer questions anything but what are you doing? unless it’s really interesting
  55. Share links. share insights and trends, things that are new or timely/current. Be personal. Don’t link only to yourself
  56. Share thoughts and links from others (RT)
  57. Share thoughts more than actions: Identi.ca will kill Twitter vs. I’m going to the toilet
  58. Stop thinking that twitter is pointless and just try it. It’s all about community reach out and be a part of it
  59. Thank people who re-tweet you. Either DM, @ reply, or re-tweet something of theirs
  60. Think before you hit send. 140 characters have the power to help, heal or be miss-understood
  61. This often goes unsaid, but I would suggest not having twitter open while writing. It can become very distracting
  62. This was my problem at first, I just lurked. Get active and follow others. Great tool for tossing around ideas.
  63. Treat followers with respect & courtesy & every now & then thank them
  64. Tweet real stuff – highs and lows
  65. Tweet regularly – at least 4 times a day
  66. Tweet to show you are human
  67. Tweet to show you are more than a marketing machine
  68. Tweet what you read on others blogs
  69. Twitter about stuff that has to do with your blog, but also Twitter stuff that has nothing to do with your blog
  70. Twitter is not an IM service-keep private discussions short
  71. Use a # in front of #keywords
  72. Use an username as short as possible so you can twit more
  73. Use favourites to save and show brand/product testimonials
  74. Use travel time to tweet & read tweets on smartphones
  75. Use twitpic or other photo services occasionally
  76. Use Twitter to meet up with your new contacts
  77. Use twitterfeed. Instant feedback from readers is the best part of Twitter. Listen to others; engage them; have a conversation
  78. Want more followers? Re-tweet the good stuff you find
  79. When you have over 100 friends use tweetdeck or Seesmic to help you to manage
  80. Work on building a relationship-not pushing message to people
  81. Write each word like it matters, because it does
  82. You don’t have to follow everyone, only those of interest

Remember Twitter is not a silver bullet – or the universal hammer, it is but one tool in our communication toolbox. Done well and Twitter can be a key part of your communication strategy – do it wrong and it can undermine all of your marketing and brand development activity.

Twitter is not just for marketing – it is for learning, so make sure that you learn from others and they can learn from you. For twitter to work as a training, learning or CRM tool, people need to trust you and what you put out. As a big brand it can me all about me-me-me, however as a small business, we must be part of a community, we must respect others share the ideas of others and re-tweet their messages and blogs. Its about collaboration and win/ win. Those that only tweet their own messages will soon lose readership.

Readership is not just about followers – its the people that read and act on your messages.

From my experience I have people I am not connected to RT my messages and blog entries, so they must read the streams or use the search rather than just follow. Indeed once someone has over 200 followers, especially if they are active contributers to the twitter stream, it will be impossible to look at what they put out – so we must make it interesting and engaging that they keep looking at our material.

What are you favourite tips – share them below


Train the trainer course – what to look for?

December 20, 2009

17 things to looks for in a Train the Trainer course…

Search the web for a train the trainer course and you are provided with a long list of websites which all appear to meet your needs – but do they? What is a train the trainer course? are they all the same and will they meet your needs?

What is Train the Trainer?

Lets first look at what a trainer is. Today in 2010 a trainer is a little different from those 10-20 years ago, indeed even the language has changed.

There are in essence 4 types of ‘trainer’ :

  1. The full time ‘all skills’ trainer within a company or organisation
  2. The part time trainer who has another role – often a “Subject Matter Expert” (SME) or “Subject matter Resource” (SMR)
  3. The “training Officer” or “Learning and Development Adviser” a person that supports training (learning & development) in an organisation
  4. The “Training Manager” or “Learning and Development Manager” who manages the function and provides strategic input and advice to the organisation.

(note in many organisations a wide range of terms is used, and indeed in the last 5-10 years the term “training” has been dropped in favour of “learning and Development” as a sign of the focus shifting from the organisation driving the requirements to the individual taking increased responsibility. In reality that does not often happen but that is the subject of another article!)

For each of these “trainer” roles different training and skills are required.

For the first two groups, a short course in design and delivery is often all that is required. The “Training officer” role requires a more rounded  skills set beyond basic analysis and delivery. And finally the manager has considerably different needs.

Just to add some confusion there is a new type of “trainer” and this one is called the “Instructional Designer”. This is a skill which has always been required in those that deliver training, however increasingly organisations are using e-learning and this is where a resource is needed that understand the basics of learning psychology to be able top construct the content for a technical specialist to fully configure.

Which of these 5 are you looking to develop? Knowing this can save a lot of unnecessary expense and save a lot of time.

What skills are needed in a trainer?

The ability to look at a task, break it down into manageable chunks and then design a range of ways of being able to communicate and test that knowledge and ability in others.

As the person physically delivering “face to face” a wide range of skills is required from rapport building, asking questions and interesting and engaging delivery.

The skills needed to run training day after day are different from running occasional sessions. In addition if your ‘experts’ are running training for clients it needs not only to be factually accurate, but it needs to engage people so that they listen and learn. There is nothing worse than have an expert in-front of you, doing their thing and you are bored out of your skill as they have the communication skills of a walnut.

If the course/ session is only 1 Hr long we can all suffer poor style (but we shouldn’t) – longer than that and style is just as important as content.

So once you have decided on the content you need then you need to find a provider:

What to look for in a short Train the trainer course:

  1. A small number of participants (less numbers = more interaction)
  2. Between 3 & 5 days ( anything less and experience cannot be built)
  3. Provides participants the chance to practice at least 4 times
  4. Includes an assessment of performance which is undertaken at the end (and that some people do not pass!)
  5. Uses accelerated learning or “brain friendly” techniques (i.e. takes account of weel researched learning psychology)
  6. Flexibility in delivery approach (we don’t want ‘robot’ trainers)
  7. Something that can be built on if and when the role develops
  8. Included one to one skills training and group work
  9. What is included in the price e.g. manuals, web material, certification costs, ongoing costs?
  10. Provides support beyond the training event for free (reasonable support)
  11. Check that the trainers are aware of different learners needs (learning styles, pace etc) and that the course accommodates these
  12. Are they able to provide testimonials from previous participants?
  13. Is the course accredited by relevant bodies (if relevant)
  14. Check that the trainer is themselves qualified
  15. That the trainer undertakes continued development
  16. That the course does not include any debunked theories ( eg Myths/ miss-quotes: Mehrabian, Yale/ Harvard goal setting, “Learning Pyramid”, only use 10% of our brain, practice makes perfect, left brain/ right brain)
  17. Have a money back guarantee (if a public programme)

In the UK there are a large number of “train the Trainer” courses including:

CTP (Certificate in Training Practice – from various suppliers with varying content and accreditation including the CIPD) TMPA, TAP, ELF PTTLS and many others. In a series to follow in 2010 we will explore some of these courses in more detail.


New Management/ Leadership & Coaching Models

December 14, 2009

More… more… you wanted more so here they come…

models-2010-set2-020Thanks to the success of our 100 management models, RapidBI is proud to announce the launch of set #2 – another 100+ management models. Again in a simple graphical form you can use in your presentations and training courses.

As 2010 is almost upon us the old set have been updated and refined. A new cleaner style has been developed by one of our designers.

The new set contains more models covering:

  • Management
  • Leadership
  • Training
  • Learning
  • HRM
  • Change management
  • Project management
  • Talent management
  • Brainstorming
  • Organizational Development

Purchasers of the current set will be sent a discount code to purchase set 2 early in 2010 – so watch this space.

Also being developed to show off these models and graphics is a new gallery – come back just before Christmas ;)

In addition to this exciting addition to our downloadable products, RapidBI will be launching an e-book which will contain not only 50+ of our most asked for models, but guidance as to how to use the models in your practice. Watch this space.


CIPD qualifications for Learning & Development (New – CDP)

December 3, 2009

New CIPD qualifications for Learning and Development

Late in 2009 the CIPD have announced some new qualifications that will supersede the CTP, Certificate in Training Practice. There will be two new qualifications for this market – a level 3 and a level 5 programme.

There are not much in the way of details at the time of writing this however the information given below is provided in good faith and as-is.

The announcement of these two programmes is a first for the CIPD, in that for the first time their qualifications are mapped  to the national framework model for professional qualifications. This opens a path for more focussed qualifications linked to the CIPD and the HR/ OD function.

 New Level 3 qualification – certificate in learning & development Practice (CLDP or CDP)

These programme are aimes at practitioners, those involved in the design and delivery of learning solutions

New CIPD Certificate in Learning and Development Practice – CLDP or CDP  (26 credit points)

  

Unit title (table 2)  Credit value  Designation  
Developing yourself as an effective learning and development (L&D) professional   2 Core 
Understanding L&D and the organisational context  Core 
Recording, analysing and using L&D information  Core 
Delivering learning and development activities  Core 
 Table 3 14 credits   
Undertaking a learning needs analysis  Option 
Preparing and designing learning and development activities  Option 
Evaluating learning and development activities  Option 
Developing your coaching skills for the workplace  Option 
Developing your mentoring skills for the workplace  Option 
One or two units from the Certificate in HR Practice (see table 2) (maximum of 6 credits only)  6 or 3  Option 
  12 credits   
Note: 
1. Certificate in L&D Practice (26 credits) Learners will be required to take the core units (total of 14 credit points) and may choose units from the options listed in table 3 (and some from table 2) up to a value of 12 credit points in total. This allows considerable flexibility e.g. 2 x 6 credit units; 4 x 3 credit units; 1 x 6 credit units plus 2 x 3 credit units. Students enrolled on the Certificate in L&D Practice must take units totalling a minimum of 6 credits from the L&D list in table 3.
2. Diploma in L&D Practice (38 credits) Learners seeking a Diploma in L&D Practice will be required to take the same core as the certificate and a minimum of four L&D units from table 3, plus units from table 2 to achieve an overall total of 24 credits for the options. 

Level 5 programme: new CIPD Certificate in Learning and Development Management CLDM or DLDM or Diploma in Human Resource Development (DHRD)

 This programme is at an intermediate level, and suited to managers of Learning & Development functions.

Table 2 ROC for New CIPD Certificate in Learning and Development Management (26 credit points)

Unit title (working titles and subject to change) Credit value Designation
Developing yourself as an effective practitioner 2 Core
Analysing the organisational context and the role of L&D 3 Core
Managing and co-ordinating the L&D function Core
Improving practice in learning and development  Core 
 Table 3 14 credits   
Developing, piloting and evaluating learning and development initiatives  Option 
Facilitating organisational learning and development activities 6 Option
Meeting organisational L&D needs through blended learning 6 Option
Evaluating learning and development within an organisation 3 Option
Working with third party suppliers to deliver organisational learning 3 Option
Developing coaching and mentoring within organisations: 3 Option
One or two units from the Certificate in Managing Human Resources -maximum of 6 credits only 6 credits maximum Option
  12 credits  
Note: 
1. Certificate in HR Development (26 credits) Learners will be required to take the core units (total of 14 credit points) and may choose units from the options listed in table 3 (and some from table 2) up to a value of 12 credit points in total. This allows considerable flexibility e.g. 2 x 6 credit units; 4 x 3 credit units; 1 x 6 credit units plus 2 x 3 credit units. Students enrolled on the Certificate in HRD must take units totalling a minimum of 6 credits from the HRD list in table 3.
2. Diploma in HR Development (38 credits) Learners seeking a Diploma in HRD will be required to take the same core as the certificate and a minimum of four HRD units from table 3, plus units from table 2 to achieve an overall total of 24 credits for the options.

There appears to be some discrepancy in the documentation available as to the title of this course. I hope that they include the term “management” as this will enable providers and purchasers to apply for public funding where available. Table 1 contains the HRM content and is not reproduced here.

As soon as more information is available on these new qualifications from the CIPD I’ll let you know.

The data in the table is (c) the CIPD


Technology based learning – does it work (e-learning)?

December 3, 2009

Using Technology based platforms to support learning – does it work? 

Increasingly the use of technology to support or in some cases to deliver learning is on the increase.

While reading a post on one of the forums this morning I came across a debate about the willingness for “trainers” to adopt technology to support or deliver learning.

The author of the piece (Martin Addison from VideoArts) cited the following:

Trainers don’t have the stomach for more preparation

Here, the allegation is that trainers have, over time, developed programmes that have been proven as effective and, with some tweaking, they can re-use these time after time – and adding technology to the mix would mean they’d have to start over. I think it is grossly unfair to suggest that trainers are not adopting technology because it would involve too much work. The vast majority of trainers work hard to fully prepare their programmes and to tailor their provision to the needs of their audience, so this accusation doesn’t hold water. It’s ‘survival of the fittest’ out there and there’s simply no room in the market for trainers who are unprofessional or ineffective.

Trainers have had their fingers burned before

Here, the allegation is that trainers are sceptical of the merits of technological innovations because they’ve seen – or may have invested in – other promising technologies that did not live up to expectations. This is an understandable human reaction. In the last recession, for example, e-learning was heralded as a panacea that would provide the blueprint for future learning. We were told no one would ever train in a classroom again. Of course, such predictions proved false. But few trainers have completely turned their backs on e-learning as a result. Many agree that today’s e-learning courses are a vastly different proposition. In other words, e-learning has been forgiven. This time around, it’s proving a worthy addition to the training mix.

Trainers are worried about the reliability of the technology

Here, the allegation is that trainers don’t want to be vulnerable to perceived threats such as an unstable internet connection or a crashing computer. I fully understand that a trainer may be reluctant to test out a new approach because they feel their job is on the line and they’re not willing to take a chance on something that might not work. However today’s computers and broadband connections are a lot more dependable. Technology has also created alternative options. For example, rather than streaming video via an internet connection, you can download it direct to your laptop, negating the need for you to rely on an internet connection at all.

Replies included:

  • Cost
  • Reliability, time to prepare
  • Perceived value

Certainly these are all valid reasons for carefully considering the vehicle to be used – but there is a bigger issue, one which the Learning and development world has skirted around for some time…. As an industry we have been drawn to the “shiny new..” thing or fad (fad surfing), or often change for change sake, but this misses the real point.

My thoughts:

There are a lot of good logical, cognitive and economic reasons that have been given. I for one love technology, but it does have a time and place.

Some years ago I attended a conference on E-learning where Professor Heinz Wolff presented, he raised some interesting points that many of us forget…

  1. Humans learn by one or 2 ways – trial & error of copying – well we don’t have time in business for trial and error so…
  2. While we understand HOW the human brain works more, decade by decade, it has hardly evolved in the last 40,000 years or so
  3. What makes Humans different from other animals is our pose-able thumb, and the association we have when building learning – we use a mix of cognitive and ‘muscle memory’. Where is the muscle memory element in most (current) e-learning?
  4. We are a social & emotional species, we remember more when a memory is emotionally ‘hooked’

Take these things into account and it is no wonder that many people struggle to learn via e-learning – as designers we can include interaction, but we often miss out on the emotional elements. There is little or nothing we can do as far as muscle memory goes, as for most systems the input mechanism is fixed (keyboard & mouse) and these moves are identical for all interactions with the technology.

Sure in groups (face to face or online) we can discuss an experience we share – and this may well include DVD or Youtube productions, this meets the social and potentially the emotional elements, but still misses out on the muscle memory or kinaesthetic factors.

The challenge therefore is to correctly blend the appropriate technologies based on the form of learning required – there is no magic single solution. Sure technology will make it easier, but along with that comes the challenge of learning professionals to adapt the technology for pragmatic solutions


Action Learning Sets

October 3, 2009

Action Learning & Action Learning Sets – Reg Revans

Introduction to Action learning

So what is Action Learning?

A definition of Action Learning

What are Action Learning Sets? Who is in one?

A ‘Set’ Meeting

Action Learning Projects

Participating in an Action Learning Set

Structuring your time

Introduction to Action Learning and Action Learning Sets

What are action learning sets?

When devising a management development programme, it is important to ensure that participants are not only ‘taught’ or trained, but that they have an opportunity to put learning into action. Experience has shown us that unless we practice new skills and ideas soon after a programme we tend to forget the lessons learnt.

Action Learning is one of the methods effective programmes use to help participants apply learning. Other formal approaches will include your Line manager and your mentor.

Action Learning works best when a ‘Set’ of individuals are put together as a support group for the duration of the learning activity.

Action learning is a form of experiential learning, where “Experiential Learning is the process of making meaning from direct experience”

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So what is Action Learning?

Action learning is based upon the concept of learning by reflection (or reviewing) on an experience. It is underpinned by the cycle of experiential learning as shown below, where the stages of reviewing and concluding are worked through with the Set.

In practice many of us tend to short circuit this cycle and often ship the reviewing phase as it is often difficult to do out of context.

Action learning will help ‘close the loop’ and ensure our learning is as effective as possible (more about learning cycles in module one). Action Learning Sets are primarily focused on the individuals learning.

An Action Learning programme involves the following key elements:

    • The Set: a group of 6 – 8 people who meet regularly.
    • The Projects: each participant works on a project or task over the life of the set

The Set Adviser: a facilitator who helps the group to work and learn together.

Although Action Learning is flexible, it is not unstructured and focuses on the individual and their need NOT on the programme.

Participants on Action Learning Programmes have quoted many benefits which they have gained from action learning:

    • learning a more ‘disciplined’ way of working
    • learning to network
    • learning to relate to, and communicate with, others more effectively
    • gaining increased self-confidence
    • gaining increased awareness
    • gaining increased readiness to take responsibility and initiative.

In summary, the values which underpin action learning are:

    • membership of a set is voluntary
    • commitment must be demonstrated in making the process work
    • a positive, constructive approach to life
    • reflection as the key to learning
    • the presenter is focused (on her/his own issue)
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A definition of Action Learning

“Action Learning is an approach to the development of people in organisations which takes the task as the vehicle for learning. It is based on the premise that there is no learning without action and no sober and deliberate action without learning.

The method has three main components: people who accept responsibility for taking action on a particular issue; problems, or the task that people set themselves; and a set of six or so colleagues who support and challenge each other to make progress on problems. Action Learning implies both self-development and organisation development.” Mike Pedler (1991)

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What are action learning sets? Who is in it?

An Action Learning Set is a group of 6-8 people who meet regularly to help
each other to learn from their experiences. A Set Adviser is appointed to help manage the process. The set is not a team since its focus is on the actions of the individuals within it rather than on a shared set of work objectives.

Experience has shown that sets often work better when participants come with a similar level of experience. The Set Adviser is part of the set in one sense but has a particular responsibility to create a learning environment by encouraging, challenging and focusing on learning. Some Action Learning Sets are self-facilitated.

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A ‘Set’ Meeting

The Set will decide on its own way of working but usually a ‘meeting’ involves a series of individual time slots where participants take turns in presenting their project/ challenge/ issue to the set. This will normally involve:

    • an update of progress on actions from the last meeting
    • a presentation of current issues/problems
    • an agreement on actions for the future.

Throughout this, other participants will work with the presenter (by listening and questioning) to help them to decide what actions to take.

Time is always a limited resource in a set meeting and the Set Adviser must ensure that set participants get their full allocation (it is not a free discussion).

Some Sets develop a fixed agenda to speed up the start of the meeting but in any case, all participants should come fully prepared for the meeting.

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Action Learning Projects

The project is the piece of work around which the participant learns. It does not need to be linked to specific outcomes such as setting up a safety audit carrying out a particular task but could also be about acquiring skills or knowledge. For the purposes of this programme, however, the project must have a learning focus.

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Participating in an Action Learning Set

Preparing for a Set meeting:

Before the meeting it will help to get the best out of the session if participants can think through what to focus on with their set. The set may be somewhere that participants can ‘experiment’ with different behaviours such as consciously asking more questions than usual or being more reflective if they are usually very talkative. Presenters should:

    • prepare for meetings
    • structure their time
    • be clear about what they want – or want the set to – focus on
    • learn to ask for what they want
    • listen
    • generate action points for them self.
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Structuring your time:

Usually, the presenter will use their time to report on action taken as a result of the previous set meeting. It is useful to think about:

    • what I did
    • what happened
    • what was different from what I expected
    • what I did not do – why – what I did instead
    • what can I/have I learned from this?

This can form the basis for reporting back to the set who will then ask
questions. The presenter can continue with:

    • what is the issue now
    • what actions could I take now
    • what action points can I identify
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Alternative Approaches

A presenter may wish to concentrate on a particular aspect of their project that s/he thinks the set can really help with. This gives a depth of focus which may be a more appropriate use of time than an overview. Alternatively, the presenter may wish to ask the set to talk about a particular problem and s/he will listen and only ask for clarification at the end of an agreed time. This is helpful if the presenter is stuck for ideas to take the work forward. The reverse of this is where the audience remains silent and the presenter talks through the project. A listening, attentive audience may help the presenter to clarify thinks for her/himself.

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Reviewing your time

At the end of each participant’s time slot it is useful for the presenter to review with the set the process by which the action points have been identified. S/he might ask for feedback on how s/he presented the project or might give the set feedback on what was helpful or unhelpful about the set’s interventions.

This can also be done by the whole set near to the end of the meeting. It helps the set to develop a supportive learning climate to work in.

A typical meeting might follow this format:

    • Introduction – a warm-up activity and confirmation of programme for the meeting
    • In agreed order each person in the Set:
      • 10 Minute presentation of current ‘state of play’/ position
      • 10 minute of exploratory questions from the Set to help the presenter
        think through the issue
      • 5 minute presentation to the Set on the action plan.
    • Closing session – time taken for the whole group to finish the meeting rather than drift off at the end. Would include an element of evaluation – what will we do differently next time.
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For more information on Action Learning & Action Learning Sets contact Mike Morrison @ RapidBI


Pecha Kucha or the 20×20 presentation technique

October 2, 2009

Pecha Kucha or how to get your point across in less than seven minutes?

Do you want your audience to be hooked from the off? Then this is a presentation technique to explore

Pecha Kucha (pronounced peh-cha ku-cha) is a presentation technique especially for those that love PowerPoint, and this method ensures it is fun, fast and interesting. The approach limits the presentation to 20 slides and 20 seconds per slide – a maximum of 6 minutes 20 seconds. A unique structure for a presentation. Challenging for any event where one person is facilitating the whole event – but great for conferences and multiple speaker events.

Why Pecha Kucha?

At a time when every person in the world can use PowerPoint – badly, and we are increasingly exposed to more and more presentations it is time to look at what we inflict on other people.

Pecha Kucha is a brilliantly simple technique to ensue that a presentation is not word bound. Is not boring and irrelevant (well it helps) and is focused on the key issues the presenter wants and needs to communicate to their audience.

The concept of Pecha Kucha was originally developed for the world of “creatives” in architecture as a way of encouraging individuals to share their creativity and maintain the passion by all parties, without boring people to death!

In the context of these events the format works well, but the format has a wonderful role in the training and development of presentations skills of business and school based presentations.

Pecha Kucha Nights

What is a Pecha Kucha Night?

Pecha Kucha Nights were originally devised by Astrid Klein and Mark Dytham (Klein Dytham architecture), was conceived in 2003 as a place for young designers to meet, network, and show their work in public. But as we all know, give a microphone and stage to a designer (especially an architect) and you’ll be trapped for hours. The key to an effective Pecha Kucha Night is its patented system for avoiding this fate. Each presenter is allowed 20 images, each shown for 20 seconds each – giving 6 minutes 40 seconds of fame before the next presenter is up. This keeps presentations concise, the interest level up, and gives more people the chance to show.

Pecha Kucha (which is Japanese for the sound of conversation or chatter) has tapped into a demand for a forum in which creative work can be easily and informally shown, without having to rent a gallery or chat up a magazine editor. This is a demand that seems to be global – as Pecha Kucha Night, without any pushing, has spread virally to over 100 cities across the world.

If you are interested in starting a Pecha Kucha Night in your city, please contact : pechakucha@klein-dytham.com
Paragraph taken from

Application of Pecha Kucha
While originally developed for open style events the approach is valid for all forms of presentations, training, business pitches and staff communications.

This approach does require considerable discipline and some practise (yes a good presentation does need a run through or two first!) it is a freeing and powerful approach to presentations in a multimedia age. It encourages presenters to break out of the PowerPoint template.

I am not convinced that you could or should run any full event or meeting using this strategy – it is a powerful approach for introductions or for summarising events and workshops.

Practical applications of Pecha Kucha?
If nothing else, the basic aproach of Pecha Kucha is good training and good practice for anyone involved in delivering to others.

Everyone should try Pecha Kucha at some time or another; it’s a great exercise for getting your story down even if you do not use the method exactly for your live talk in your work.

Unless attending a Pecha Kucha Night it does not matter whether or not you can implement the Pecha Kucha “20×20 6:40″ method exactly in your own organization, but the spirit behind it and the concept of “restrictions as liberators” can be applied to most any presentation situation.

Using this approach makes going into detail difficult. The key is to have a good discussion after a Pecha Kucha type of presentation and then it may work well in every situation

I can see trainees or students give this kind of presentation about their assignments or work followed by discussion and questioning and probing by tutors, facilitators and the class.

This approach would be more challenging for a student and a better indication of their knowledge and skills than a traditional 30-40 minute presentations

See an example of Pecha Kucha:

Rules of Pecha Kucha – 20×20 6:40

Here is the simple yet powerful framework to deliver your own Pecha Kucha format presentation:

  1. Use powerpoint to build 20 slides
  2. Set the timing on each slide to 20 seconds
  3. Use only simple words or a picture on each slide
  4. Use the slides as a storyboard
  5. Practice.. practice.. practice

The last slide is also only up for 20 seconds – when there are no more pictures – stop talking!
Then is the time for questions.
In this format it is easy to have four presentations per hour – 6:40 for the delivery and 8:20 for questions.

Pecha Kucha is a great way of introducing a longer session or to summarise learning or material covered. If you have any good examples please link to them in the comments with an outline of what your Pecha Kucha presentation is about.

 



Other formats

 

There are other formats of ‘quick’ presentations including:

Lightning Talk – less structured approach usually without slides and of a variable length (1-10 mins)

Ignite an almost identical format but created later by another media company


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