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? |