The learning Journey
|Journey Stages||Learner||Teacher||Actions points|
|Engage||Am I interested or motivated enough to engage?||AIDA: Get attention, develop interest (benefits to learner), create desire, followed by action.||// How ready is the learner to move toward a change?
// Do they need to be convinced?
// Do you need to capture their attention?
// Do they already have the intrinsic motivation to go on this journey?
|Focus||What is my current level of competency?|
What knowledge and skills I want to focus on and improve?
|Analyse where learner currently is and where they need to get to.||// How aware is the learner of their current performance and abilities?
// Do they have a solid understanding of their strengths, weaknesses and gaps?
|Learn||Take part in a learning activities||o Select appropriate strategies and tactics for required learning that are appropriate for learner||// What sort of learning solution is most appropriate?
// Is it a knowledge or skills gap, or does a behaviour need to change?
|Practice||Put my new knowledge to work, either through practice or back on the job.||Provide: |
// Safe environment for practice
// Performance support.
|// How difficult will it be to apply the knowledge or skill back on the job?
// How much practice, help, and support is appropriate or required?
|Evaluate||Reflect and assess my progress to determine if goal has been met, or if additional training is necessary.||Assess:|
// The learners’ knowledge and skills development
// The learning’s effectiveness, efficiency, and engagement
// The business benefits
// The ROI
// If the desired outcome was achieved
|Apply Kirkpatrick levels to determine success of learning|
|Support||My learning needs on going reinforcement on the job||Provide appropriate performance support including spaced repetition and retrieval practice||What is the most appropriate support to offer?|